DIA PARTICIPATION IN THE U.S. INTELLIGENCE EFFORT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80B01676R000500040012-2
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 74
• Document Creation Date: December 12, 2016
• Document Release Date: June 3, 2002
• Sequence Number: 12
• Publication Date: December 1, 1964
• Content Type: MF

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1 December 1964
MEMORANDUM FOR: Executive Director
SUBJECT : DIA Participation in the U.S. Intelligence Effort
REFERENCE : Action Memorandum No. A-437
1. I have twice chaired intelligence community working groups
engaged in preparing reports to the PFIAB. The first working group,
which was in being from mid-November through the end of December
1962, prepared the "Report to the President's Foreign Intelligence
Advisory Board on Intelligence Community Activities Relating to the
Cuban Arms Build-up." The second working group, which put
together the report on "United States Foreign Intelligence Objectives,"
was formed in early July and continued through early September 1963.
. DIA participated in preparing both reports.
was the principal DIA representative and was a member of both
working groups. These groups met repeatedly and for long hours
trying to produce reports that would be responsive to the PFLA.B's
requirements and which were acceptable to all of the members of
the intelligence community. DIA's cooperation in assembling the
mass of information needed as the bases for the reports, in getting
follow-up information, in participating in the drafting and editing of
the reports, and in getting concurrences on successive drafts was
outstanding. I could riot have asked for better.
? arman
Insp tor General
DIA AND OSD HAVE NO OBJECTION TO
DECLASSIFICATION AND RELEASE.
DIA and OSD review(s) completed.
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01 APR 19C4 r-
,
Ziecutive DctorCantxoller
: Act Deputy Director for Mupport
Ieniitt?ation of CIA "mations for the DOD Intelligence
Career Development Program
Memorandum from the Chief of Staff DIA, subject, "DOD
Mollie:woe Career Development Program , dated
27 March 196
1. This memorandum submits a recommendation for
recommends on is contained in paragraph t$.
: this
2. About tee years ago se handlci a request similar to the attached
reference by reeponding informally that there sea no need for the roartment
of Defense to plan the development of intelligence peroonnel for uselin CIA.
I am advised that this arrangement vas entirely acceptable to DIA. -- '
3. Vs know of no change in this Ageneeill position on this matter, and
believe that it would be in order to diem* of the current request in a similar
fashion.
4. It is rem:mended that, is lieu of a forma reply to the reference,
the Director of Personnel be authorised to contact the Defense InteU.tgence
Agency informally to resfrimm this Aginoils position.
isi. 1.177r4t . 37,771ols
Immett D. Wavle
Director of Personnel
A a ?18
frTnr ? -7
NEB H. Ntes Lloyd
Acting Deputy
r--
- -
The recommend/aim oontained in paragrogh li is
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DEPARTMENT OF DEFENSE
DEFENSE INTELLIGENCE AGENCY
WASHINGTON, D. C. 20301
ArLfxlar..
C-6056/SA-6
ca-,51
2 7 MAR 1964
SUBJECT: DOD Intelligence Career Development Program - RCS: DD-DIA(OT)P5
TO:
Director
Central Intelligence Agency
Washington, D. C.
1. References:
a. Memorandum from the Secretary of Defense, subject: Intelligence
Career Development Program, 1 February 1964 (Atch #1).
b. DOD Directive 5010.10, subject: Intelligence Career Development
Program, dated 1 February 1964 (Atch #2).
c. DIA-developed Plan for DOD Intelligence Career Development
Programs, 10 December 1962 (Atch i3).
2. Reference b establishes an Intelligence Career Development Program
within the Department of Defense. The Director, Defense Intelligence
Agency, is charged with exercising general surveillance and management
direction of Intelligence Career Development Programs established and
administered by the major DOD components.
3. It will be noted that reference b requires that career patterns be
developed to provide for the development of appropriate numbers of
professionally qualified intelligence personnel and their proper utili-
zation in intelligence positions in the national area of intelligence.
In order to provide for the foregoing the directive requires the
identification of:
a. Key intelligence positions
b. Specifically designated intelligence positions
c. Qualitative standards for the above positions
4. Your assistance with regard to the identification of intelligence
positions occupied by military personnel in your agency is requested.
The following materials have been prepared to assist in this undertaking:
a. Long-range educational requirements for DOD career intelligence
personnel (Atch #4).
b. Qualification areas to be considered in determining key intelli-
gence positions and specifically designated intelligence positions
(Atch #5).
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e. A sample completed DIA Form 92 (Atch 0).
4. It is requested that your recommendations with regard to the identi-
fication of intelligence positions indicated in paragraph 2 above be
forwarded in triplicate on DIA Form 92 so as to reach the DIA not later
than 15 May 1964. Additional forms may be reproduced locally if necessary.
FOR TEE DIRECTOR:
()
P,13. FRANKEL
ar Admiral, USN
Chief of Staff
8 Atch
a/s
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THE SECRETARY OF DEFENSE
WASHINGTON
February 1, 1964
MEMORANDUM FOR The Secretaries of the Military Departments
The Chairman, Joint Chiefs of Staff
The Director, Defense Intelligence Agency
The Director,. National Security Agency
SUBJECT: Intelligence Career Development Program
References: (a) Memorandum from DepSecDef to Director-
Designate, DIA, Subj: "Specific Responsi-
bilities of the Defense Intelligence Agency
(DIA)," dated 12 August 1961
(b) Memorandum from DepSecDef to Director,
DIA, Subj: "Career Program for Department
of Defense Intelligence Personnel," dated
27 February 1962
(c) SCSM-105-63, Subj: "Plan for DoD Intelligence
Career Development Programs (U)," dated
4 February 1963
The Defense Intelligence Agency (DIA) Plan, Appendix B to
reference (c), for establishing an Intelligence Career Development
Program within appropriate DoD components is approved subject to
the restrictions recommended by the Joint Chiefs of Staff. DoD
Directive 5010. 10, issued this date, reflects this decision.
DoD components concerned will utilize the DIA-developed
Intelligence Career Development Programs as basic guidance in
complying with the provisions of DoD Directive 5010. 10 and for
improving and adjusting existing intelligence career development
programs.
Programs prepared in accordance with DoD Directive 5010. 10
.will be developed and implemented within existing manpower
authorizations.
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Atch
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Within 180 days, the Director, DIA, will provide me with
his preliminary evaluation of the Intelligence Career Development
Programs as established and implemented by the Do]) components
concerned.
jw.s.
DEPUTY..
Copies to:
The Director of Defense Research &
Engineering
The Assistant Secretaries of Defense
The General Counsel
The Special Assistant to the Secretary
of Defense
The Assistants to the Secretary of
Defense
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February 1, 19 64
NUMBER 5010.10
SUBJECT
Reference:
SecDef
Department of Defense Directive
Intelligence Career Development Program
(a) DoD Directive 5105. 21, "Defense Intelligence
Agency, It 1 August 1961
PURPOSE
The purpose of this Directive is to establish Department
of Defense policy and guidance for the further develop-
ment of intelligence career programs conducted by all
DoD components.
GENERAL
The Department of Defense has a continuing need for
professionally competent intelligence personnel. It is
essential that all practicable measures should be taken
to establish and maintain a broad professional base of
officer, enlisted, and civilian personnel who are highly
trained and experienced in one or more aspects of
intelligence. Such professional career intelligence
personnel will be supplemented by other personnel who
will subspecialize in intelligence.
APPLICABILITY
The provisions of this Directive apply to all components
of the Department of Defense including the National
Security Agency.
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IV. DEFINITIONS
As used in the Directive:
A. Intelligence embraces those DoD intelligence
and/or counterintelligence activities in which
personnel are engaged in the collection, ,evalua-
tion, analysis, integration, interpretation, and
dissemination of information which concerns
one or more aspects of foreign nations or of
areas of operations, and which is immediately
or potentially significant to military planning
and operations.
B. Career Development is a program of recruiting,
selection, education, training, classification,
and assignment to insure that the careers of
selected. personnel are developed effectively
within the Department of Defense.
C. Career Intelligence Personnel is a term which
embraces the following:
1. Career intelligence officers are those whose
careers are being developed primarily in the
field of intelligence augmented, wherever
possible, by varied command and/or staff
assignments in other functional areas.
2. Career intelligence civilian personnel are
those whose careers are being developed in
one or more specialized areas in the field
of intelligence.
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5010., 10
3. Career intelligence enlisted men are those
whose careers are being developed primarily
in one or more specialized areas in the field
of intelligence.
4. Career intelligence warrant officers are those
warrant officers whose careers are being
developed primarily in the field of intelligence.
D. IntelLorfence Subspecialists is a term used to identify
officers of the military departments who possess
broad command and/or staff experience augmented
by intelligence training and experience gained
through assignments in the field of intelligence.
E. Key Entelligence Positions are those which involve
a high degree of responsibility in an intelligence
area and require the assignment of persons of at
least the grade of Lt. Col/Cmdr. (or equivalent
civilian grade) who have a broad background,
training and experience in the intelligence field.
F. Specifically Designated Intelligence Positions are
those throughout the DoD, ranging from pay grade
0-1 through General/Flag rank (or comparable
civilian grade) which will be occupied only by
career intelligence personnel, based on the need
to establish clear avenues of career progression
throughout all echelons of intelligence.
V. OBJECTIVES
The objectives of Intelligence Career Development
Programs are to:
A. Improve the DoD intelligence capability, in conso-
nance with other priority operational and personnel
requirements, through the development of appro-
priate numbers of professionally qualified intelligence
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personnel and their proper utilization in intelligence
positions in the following areas of interest:
1. National area of intelligence, e. g., Defense
Intelligence Agency, the National Security
Agency, the Joint Staff, and other activities
as appropriate.
2. Unified staff area of intelligence, e. g. , head--
quarters elements of unified commands and
their major component commands, NATO
Military Standing Group and its staff and
agencies and other activities and international
headquarters as may be appropriate.
3. Military departmental area of intelligence, e. g.,
the headquarters of each military department.
4. Service operational area of intelligence, e. g.,
intelligence positions existing within each service
below military department level, where pro-
fessionally qualified personnel are required.
B. Provide a system that will enable the Director of the
Defense Intelligence Agency to review and report
periodically to the Joint Chiefs of Staff and the
Secretary of Defense on the requirements for and
inventory of military and civilian personnel engaged
directly in intelligence activities, and on the adequacy
of implementation of programs and guidelines
established.
C. Insure that DoD military and civilian intelligence
personnel are:
1. Carefully selected.
Provided positive incentives for careers in
intelligence.
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5010. 10
3. Provided opportunities and incentives to
develop their skills and abilities.
4. Utilized in a climate conducive to individual
growth and development.
5. Provide equal opportunities with their con-
temporaries of other career areas for
advancement, training and over-all career
development.
VI. RESPONSIBILITY
A. The Director, Defense Intelligence Agency, is
charged with exercising general surveillance
and management direction of Intelligence Career
Development Programs established and adminis-
tered by the major DoD components. The Director
will, in coordination with the heads of the DoD
components concerned, develop and propose to
the Secretary of Defense through the Joint Chiefs
of Staff changes to or additional policy and program
guidance as may be required.
B. The Secretaries of the military departments are
responsible for establishing and administering
career development programs for all military
and civilian career intelligence personnel who
are included in their departmental personnel
ceilings.
C. Heads of DoD components, other than the military
departments, are responsible for establishing and
administering intelligence career development pro-
grams for civilian personnel primarily employed
in intelligence duties within their organizations.
VII. POLICY
A. Intelligence Career Development Programs will be
limited to those military and civilian personnel
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whose careers will be developed primarily in
the field of intelligence. Long-range programs
will be established by responsible DoD com-
ponents to insure that timely actions are taken
to procure selectively adequate numbers of
personnel, effect appropriate training, and,
on an individualized basis, project and effect
assignments that will follow clearly established
avenues of progression to higher skill and grade
levels.
A professional base of qualified career intelligence
personnel will be established within each DoD
component which directly employs or hires
intelligence personnel.
C. Intelligence skills which are common throughout
the Department of Defense will he identified.
Common standards and training will be effected
wherever practicable and feasible.
D. Career patterns will be established and utilized
for each major specialty.
E. Department of Defense minimum qualification
standards will be established for all military
intelligence specialities and professional civilian
positions which are common to all DoD components.
F. Key and specifically designated intelligence positions
world-wide will be identified, and qualitative
standards will be established.
G. Current programs will be adjusted to conform with
the provisions of this directive.
VIII. FUNCTIONS
A. The Director, Defense Intelligence Agency, shall
perform the following functions:
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5010. 10
1. In collaboration with the heads of the DoD
components concerned.
a. Identify key and specifically designated
intelligence positions existing in the
national and unified staff areas of
intelligence interest; establish qualifi-
cation standards for each position.
b. Identify common intelligence skill and
training requirements.
c. Identify common military intelligence
specialist skills to enable the military
services to establish standard specialists'
classifications denoting common skills,
training, and career development patterns.
d. Conduct a continuing review of the effective-
ness of the program concerning the manning
of selected key intelligence billets (including
selected senior attache posts) with qualified
personnel.
e. Develop and propose to the Secretary of
Defense, and the Joint Chiefs of Staff,
changes to, or additional policy and program
guidance as required in the further imple-
mentation of this Directive.
2. Advise the Joint Chiefs of Staff, the Secretary of
Defense and heads of DoD components concerned
on the effectiveness of the plans and programs
for career development of intelligence personnel
within the DoD. This will include a review, at
least annually, to insure that, in consonance with
other operational requirements, sufficient
numbers of highly qualified military and civilian
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personnel are being developed to meet current and
long-range requirements.
B. Each DoD component which directly employs or hires
intelligence personnel will establish programs for
career development of intelligence officer, enlisted
and civilian personnel to include as a minimum
provision for:
I. A professional base of career intelligence
personnel. The size and composition of the
professional base will be determined by each
DoD component based on specific needs to
meet internal and external requirements for
career intelligence personnel.
2. Identification and establishment of standards
for key and specifically designated intelligence
positions existing within each DoD component.
3. Procedures to insure periodic, progressive
assignments outside of the field of intelligence
for those officers whose careers are primarily
in the field of intelligence.
4. Procedures to permit periodic, progressive
assignments to intelligence duties for those
officers subspecializing in intelligence whose
careers are primarily in other professional
fields.
IX. FINANCING OF TRAINING
A. The DoD component providing training on a common
or unilateral basis will be responsible for programming,
budgeting and financing all expenses incident to the
planning, developing and operation of training programs
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5010. 10
within the career development program. No re-
imbursement for such expenses will be made to
the DoD component providing the training by the
using DoD component.
B. The pay, allowances (including subsistence) of
military personnel and permanent change of
station travel costs of military and civilian
personnel assigned as faculty of supporting or
related training programs will be borne by the
DoD component from which assigned.
C. The pay, allowances (including subsistence) and
travel costs (not integral to courses of instruction)
of military and civilian personnel assigned as
students will be borne by the DoD component to
which permanently assigned.
X. EFFECTIVE DATE
This Directive is effective upon publication for planning
purposes. The specific actions directed herein will be
implemented within 120 days after the publication date.
tirTNALE
Deputy Se retary of Defense
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DEPARTMENT OF DEFENSE
A PLAN FOR
DoD INTELLIGENCE CAREER DEVELOPMENT PROGRAMS
10 DECEMBER 1962
[
EXCLUDED FROM AUTOMATIC 1
REGRADING; DoD DIR 5200.10 1
DOES NOT APPLY
..--...I
S;ONF D ENT JAL
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A PLAN FOR DoD INTELLIGENCE CAREER
DEVELOPMENT PROGRAMS
TABLE OF CONTENTS
ATTACHMENT I. - THE PLAN
Essential Elements of a Plan
Page No,.
1
SECTION I. Proposed Intelligence Officer
Career Development Program 3
SECTION II. Proposed Enlisted Intelligence
Career Development Program ' 19
SECTION III. - Proposed Civilian Intelligence
Specialist Career Development Program 25
Enclosure 1 Initial General Order of
Magnitude (Officer)
Enclosure 2 Officer Intelligence Career
Pattern - Example
Enclosure 3 Initial General Order of
Magnitude (Enlisted)
Enclosure 4 Example of an Enlisted Job Ladder
Enclosure 5 Guideline Training Plan (Civilian)
ATTACHMENT II. - PROPOSED IMPLEMENTING DoD DIRECTIVE
ATTACHMENT III. - MANPOWER 'AUGMENTATION AND SUPPORTING DATA FOR DIA
ATTACHMENT IV. - RESULTS OF SERVICES COORDINATION
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ATTACHMENT V. - SUPPORTING REVIEW DATA Page no.
SECTION I. Background and Influencing Factors 1
SECTION II. - Department of Army Current Personnel Programs 12
SECTION III. Department of Navy Current Personnel Programs 20
SECTION IV. Department of Air Force Current Personnel Programs 29
SECTION V. Study on Identification. of Intelligence Skills 37
Common to the Services
SECTION VI. Examples of Key/Critical Intelligence Positions 54
at National and Unified Command Area of Interest
ii
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PLAN FOR DoD INTELLIGENCE CAREER DEVELOPMENT PROGRAMS
The essential elements of an effective Intelligence Career Development
Plan are:
FIRST, broad policy and program guidance to be followed by all
components of the DoD (except NSA) in carrying out their function of
career development as it relates to world-wide requirements for intelli-
gence trained personnel. This element is contained in the proposed DoD
Directive and the attached Plan. Due to differences in personnel systems
involving the three types of individuals concerned, the Plan is presented
in the following three sections:
SECTION I - Officer Program
SECTION II - Enlisted Program
SECTION III - Civilian Personnel Program
SECOND, the identification of -..ntelligence skills and training
requirements which are common among the Services. This element is the
subject of separate action now in the process of collaboration between
the DIA and the Services.
THIRD, the development of common courses of instruction which
are related to the career program for DoD intelligence personnel and the
anticipated increase in the over-all DoD requitement or jointly-trained
intelligence officers. This element is being providec through the estab-
lishment of the Defense Intelligence School, and through other DoD-
recognized Intelligence Schools.
FOURTH, the identification and validation of key and critical
intelligence positions, world-wide, and the development of qualitative
standards for each position. Upon approval of the Plan, the Military
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Departments will take appropriate actions regarding the positions that
exist within the Departments. Key and critical intelligence positions
existing above or external to the Military Departments are in the process
of being identified and validated by the Defense Intelligence Agency in
collaboration with the Commanders-In-Chief of the Unified and Specified
Commands, and heads of DoD agencies and activities involved. Further,
the Director, Defense Intelligence Agency will collaborate with the Direc-
tor, Central Intelligence Agency and the Director, National Security
Agency regarding key and critical intelligence positions that may exist
within the military complements of their agencies. The inclusion of key
and critical military intelligence positions of the CIA and the NSA under
this Plan will not form the basis for duplication or infringement upon
the authority, responsibilities, or prerogatives of the Central Intelli-
gence Agency or National Security Agency.
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SECTION I
PROPOSED INTELLIGENCE OFFICER CAREER DEVELOPMENT PROGRAM
I. PURPOSE:
The purpose of this Section is to outline the proposed Intelligence
Officer Career Development Program and to provide initial program guidance
that will aid the Military Departments and the Defense Intelligence Agency
in their implementation of the prograg.
II. ACTION BY MILITARY DEPARTMENTS:
A. The Military Departments will insure that the following actions are
taken to implement and administer the DoD Intelligence Officer Career ?
Development Program within each Department:
1. Establish new prggrams or adjust existing programs to conform
Hith_lts_policies contained in the proposed DoD Directive.
2. 11/21M122_111111L2MhliP h and/or revise a
'I
ro
nate directives
implementing the policies and actions contained in the proposed DoD Directive
on the Intelligence Officer Career Development Program.
3. Establish a Career Intelligence Officer Program.
a. Qualified officers will be encouraged and given opportu-
nities to volunteer for careers in intelligence provided they meet DoD and
Departmental Standards. They will remain career intelligence personnel
unless subsequently released or disqualified by the Services for personal,
security, professional or other reasons. Their careers will be developed
in the field of intelligence. Each Department will insure that on a planned
basis, Career Intelligence Officers are provided periodic normal tours of duty
in command and/or staff assignments which may be in functional areas other
than intelligence.
Such assignments will be consistent with their overall
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development as career intelligence officers. Further, they will be considered
for attendance at civilian educational institutions and/or Service Schools
which will contribute to their overall military career development.
b. The long-range program will be directed primarily toward the
selection of highly qualified officers, in pay grades 0-1 through 0-30
except as noted in paragraph c. below.
(1) For a period of 3 years following the implementation
date of this program, or upon completion of current tour, whichever is later,
highly qualified officers of any grade may volunteer for intelligence careers
provided that there are specific vacancies in authorized or programmed
intelligence billets. However, if the officers are of field grade, they must
possess previous training and/or experience in one or more aspects of
intelligence.
(2) During the 3-year period cited above, those officers
currently identified by the Departments as being "career intelligence
officers" who are accepted into the Departments' Career Intelligence Programs
will be considered as meeting the minimum DoD standards. Nothing in this
plan or the proposed DoD Directive will be considered as disqualifying such
officers for entering upon careers in intelligence. This group of officers
will include: Department of Army -- Officer members of the Army Intelligence
and Security Branch; Department of Navy - Those officers awarded Designator
161X, 163X, 646X, or 764X; Department of the Air Force -- Those officers per-
forming primary duty in, and fully qualified in, an Air Force intelligence
or special investigations Specialty who volunteer for a career in intelligence.
To the fullest extent practicable, appropriate measures will
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be taken within each-Department-that...will-enable career intelligence -
officers to meet the established qualification standards.
(3) Subsequent to the 3-year period cited above, each
Military Department can waive mandatory qualification standards in individual
cases under conditions and for reasons to be prescribed in Service directives.
c. Company grade and field grade officers who are specialists
in scientific, technical or engineering fields will be encouraged to
volunteer for careers in the intelligence field. The careers of those
accepted will be developed in the intelligence field and they normally will
be utilized as technical intelligence officers. They will be programmed for
assignments in intelligence; however, on a planned basis, they will be
provided periodic assignments of not more than 4 years duration each in
?
the career field area in which they are basically professionally qualified
and/or for attendance at civilian and military educational establishments.
Such assignments will be designed, primarily, to afford such officers an
opportunity to "keep up with the state of the art" in their basic scientific.,
technical, or engineering field.
d. Procedures will be established within the Departments to
Insure that an acceptable balance is maintained between Regular Officers
and Reserve Officers on extended active duty who comprise the Career
Intelligence Officer complement.
e. Manning of billets within the DoD intelligence community
will not be based solely on the Career Intelligence Officer Program.
Involuntary detail or assignment of officers to intelligence billets will
be resorted to if required, in order to maintain acceptable levels of
manning.
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4. Establish a professional base of Career Intelligence Officers.
a. Steps will be taken by each Military Department to pre-
serve the assets now available in the DoD. Measures taken will result
in the identification and controlled utilization of career intelligence
officers now on-board inasmuch as
developed and selected the senior
officers of tomorrow.
Therefore,
they form the base from which will be
key and critical career intelligence
as of the effective date of the proposed
DoD Directive, officers of .Che types indicated in subparagraphs 1 through 3
below normally will be utilized in the field of intelligence until an
effective career intelligence officer program has been instituted, as
determined by each Department. This group is selected for retention
inasmuch as the personnel classification systems and/or the personnel
assignment and utilization policies of the Departments have resulted in
these officers being identified as intelligence specialists who normally
were procured, trained, developed, and/or utilized primarily in the field
of intelligence. Thus, the professional base initially will consist of:
(1)
Department of the Army: All officers possessing a
primary military occupational specialty (MOS) in the field of intelli-
gence (other intelligence, counterintelligence or security). This is
limited to those officers whose assignment files currently are under the
control of the Army Intelligence and Security Branch, Officer Personnel
Division, Office of Personnel Operations, Department of the Army. The
initial general order of magnitude is illustrated in Enclosure Nr. 1.
(2) Department of the Navy: Those officers assigned
Designator 163X for duties in the intelligence field and those officers
assigned Designator 161X, . 646X, or 764X for duties in the Communications
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,intelligence/cryptology field. The initial general order of magnitude is
illustrated in Enclosure Nr. 1.
(3) Department of the Air Force: All officers performing
primary duty in, and fully qualified in, an Air Force Intelligence or
Special Investigation Specialty. The initial general order or magnitude
is illustrated in Enclosure Nr. 1.
b. The professional base established by each Military Department
will consist of the total trained off icer personnel resource in all fields of
intelligence required by each Department to meet internal and external
requirements for career intelligence officers. The careers of members of
the professional base will be developed primarily in the Intelligence Career
field area, as defined in the proposed DoD Directive. Full recognition must
be given to the fact that the careers of selected career intelligence officers
will be developed primarily in specialised areas of intelligence (e.g.,
cryptology, COMINT, ELINT, CONSEC, etc.), wherein they may spend the majority
of their military careers.
c. Members of the professional base will not be assigned contrary
to the provisions of the proposed DoD Directive for periods in excess of the
normal personnel replacement cycle except to meet the immediate critical
operational requirements of the Department.
d. Establishment of the professional base, as described above,
and the requirement to fill certain key/critical intelligence billets with
career intelligence officers will automatically provide grades foi career
intelligence officers ranging from Second Lieutenant (Ensign) through General
or Flag Rank; the entire spectrum of intelligence specialties; and the basis
for both immediate and future actions to develop career intelligence officers.
e. The ultimate composition of the professional base will be
determined by each Department based on Departmental needs to meet internal
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and external requirements for career intelligence officers. The numbers,
grades, and types of personnel in intelligence duties will fluctuate to
meet changing operational requirements caused by the international situation
and/or major reorganizations that will occur within the DoD; however,
maximum stability of requirements is desired. Intelligence billets normally
will be occupied by career intelligence officers whenever the qualification
standards indicate the requirement for an individual whose career has been
primarily in the field of intelligenoe. All remaining billets may be
filled by qualified intelligence subspecialists. If overall requirements
for intelligence personnel are reduced materially, there normally will be
reductions in the numbers of intelligence subspecialists rather than in the
number of career intelligence officers. Thus, the professional base (upon
which long-range career development is planned and programmed) will be
less affected by significant reductions and there will be little or no
loss of career intelligence officers who will possess extensive experience
and training which cannot be replaced for long periods of time.
f. After the date that the professional base is established, no
officer may be awarded or may retain a primary personnel classification
code in the field of intelligence unless he is qualified and accepted by
his Service for the professional base (i.e., accepted as a career intelli-
gence officer). Intelligence subspecialists will possess an intelligence
classification code only as a secondary or tertiary specialty.
5. Establish within the staff of the Military Headquarters of
each Military Department an intelliom9._2fficer career develo ment activit .
Establishment of a new activity or designation of an existing activity will
be at the discretion of each Military Department. As a minimum, this
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activity should be charged with performing or monitoring the following functions
in coordination with appropriate staff agencies and activities.
a. Procure, train, assign, utilize and develop the careers of
all career intelligence officers of the professional base.
b. Develop, establish and maintain at the echelon where assignments
are controlled centrally a system of career profiles reflecting planned and
programmed job assignments, attendance at civilian educational institutions,
Service schools, and/or intelligence training for each career intelligence
officer. Such a career profile system will be established to meet the needs
of the Service for career intelligence officers, the professional needs of
each officer, and insofar as possible, the desires of each officer. Individuals
will be selected early in their careers and, through the use of such planned
profiles, their careers will be developed ix intelligence to qualify them for
eventual assignment to one or more key/critical intelligence billets existing
in Military Departmental, Unified Staff, or National areas of intelligence.
A typical career pattern is illustrated in Enclosure Nr. 2 hereto.
c. Such profiles, extending over a minimum of three tours of
duty (the current tour and two proposed subsequent tours), will be established
for grades 03 and 04 within twelve (12) months of the effective date of the
DoD Directive and for grade 02 within twenty-four (24) months of the
effective date. Individualized career profiles will be established on
all officers entering the professional base after the base is initially
established. Individual career profiles are not required for officers in
the grades of Lieutenant Colonel/Commander or higher who initially comprise
the professional base. However, their records will be reviewed; tentative
selections made of those officers to be assigned to key intelligence
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positions in the National and Unified Staff areas; and appropriate and
timely assignments made in order to enable selected officers to meet the
DoD qualification standards established for such positions.
d. Administer the Career Intelligence Officer Program which is
outlined in paragraph 3 above.
e. Maintain the Departmental listing of key/critical intelli-
gence billets and take actions relative thereto (See paragraph 7 below).
6. Publish and utilize guidance provided by the DIA regarding
intelli ence skills and training deemed to be common throughout the DoD.
Establish, revise, or delete intelli ence s ecialties as re uired. Ada
plans, programs, systems, procedures, manning documents, etc., to reflect
the revised skills. Adjust training programs to conform with the revised
or new requirements. This guidance will be developed by the DIA; coordinated
with the Services, and provided the Military Departments not more than 60
days subsequent to the date the proposed DoD Directive is approved. (See
also paragraph. III. A. 2. below).
7. Identify key and critical intelligence positions as defined by
each Department which exist within the Military Department; establish
qualification standards for each position; designate those positions that
normally will be occupied by_career intelligence officers.
a. Normally) a key intelligence position would be one which
involves an extremely high degree of responsibility in an intelligence area
and requires the assignment of persons of at least the grade of LtCol/Cdr
(or equivalent civilian grade) who have a broad background of training and
experience in the intelligence field. Based upon job requirements, selected
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officers who have subspecialized in intelligence and/or who have broad
command and staff experience may be assigned to key intelligence positions.
A critical intelligence position would be one which requires highly spe-
cialized skill(s) (intelligence or non-intelligence) usually obtainable
only after long experience and/or training. A critical position might be
filled by a person of any officer grade or equivalent civilian grade.
b. Key and critical intelligence positions will be occupied
by career intelligence officers, intLligence subspecialists, or other
qualified personnel dependent upon the specific requirements of each
position.
c. Each Military Department will:
(1) Identify key/critical intelligence billets exi.sting,
world-wide, at each major echelon within the Department.
(2) Establish mandatory and/or desirable qualification
standards for each position.
(3)
Designate those positions that normally will be
occupied by career intelligence officers. This determination will be
based upon the duty requirements of each position and the DoD requirement
to provide career incentives by insuring clear avenues of progression for
career intelligence officers through all major echelons and through grades
ranging from pay grade 0-1 through General Officer or Flag Rank.
(4) Provide the Director, Defense Intelligence Agency,
with informational copies of listings of world-wide Departmental key and
critical intelligence positions to include, identification of those positions
designated to be filled by career intelligence officers.
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(5) Take appropriate action to develop the careers of selected
officers to qualify them for assignment to key and critical intelligence
positions existing within each Military Department and in the National and
Unified Staff areas of intelligence. (Qualifications to be established for
National and Unified Staff area key/critical intelligence billets will
require that the incumbents have served for a specified number of years in
intelligence or have acquired equivalent experience at specific levels of
intelligence e.g., major command level staff, Departmental level staff, etc.
See paragraph III. A. 3. below).
(6) Select officers to fill key/critical intelligence
billets within each Department.
(7) In accordance with established policies, effect the
assignment of qualified officers to key intelligence positions in the
National and Unified Staff areas of intelligence.
e. Senior Attache posts will be filled by career intelligence
officers, intelligence subspecialists, or other qualified personnel dependent
upon the requirements of each post and the necessity or desirability of
having a specific post occupied by an officer whose career has been primarily
in the field of intelligence. Selection of Senior Attaches will be by the
Military Department concerned. From time to time, based upon the current
or predicted international situation, the Secretary of Defense may determine
that selected Senior Attache posts in critical areas will be occupied by
career intelligence officers.
8. Adjust current ans_l_pI2jected authorizations for and inventory
of intelligence officer personnel to meet world-wide re uirements for such
individuals.
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A. Each Military Department will:
(1) Review and make adjustment, where required, of the current
and projected authorizations for intelligence personnel that are required
to meet the internal needs of the Department for such personnel. This
review will be correlated with other Departmental action to designate these
selected key intelligence positions that normally will be occupied by
career intelligence officers and action to provide clear avenues of grade
and skill progression for career intelligence officers through all major
echelons and through pay grades ranging from pay grade 0-1 through General
officer and Flag rank.
(2) Review and make departmental adjustments, where required, of
the external requirements for intelligence personnel that have been placed
upon each Department by "National and Unified Staff" agencies, activities,
and units. This review will be performed in coordination with the appro-
priate agencies, activities, and units in which the external requirements
exist. Established procedures will be observed in conducting this coordinated
review. (See paragraph Ill A 3 below for actions to be taken by the Director,
DIA to aid the Departments).
III. ACTION BY THE DIA:
A. The Director, DIA, will:
1. Establish within DIA an intelligence career development activity
which will be the DOD focal point for matters regarding DoD Programs for
career development of milit.ar and civilian ersonnel in the intelli ence
field.
a. The activity will be the staff element within ,pie DIA to:
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(1) Provide the Military Departments and DoD agencies and
activities with overall career program guidance concerning matters which
are or become extensions, amplifications, or interpretations of approved
DoD policies in the area of career development of DoD intelligence personnel.
(2) Accomplish for the Director, DIA, appropriate actions
regarding common skills and training (see para. 2 below) and key and critical
intelligence positions (see para. 3 below).
(3) Accomplish for the Director, DIA, the minimum review
actions set forth in para. 4 below.
b. Establishment of this activity will not form the basis
for either unnecessary duplication or infringement by the DIA upon the
basic responsibility of the Services to procure, classify, train, career
manage, and distribute personnel. The initial manning of such an activity
will be kept to a minimum in accordance with applicable DoD Directives and
memorandums.
2. Identify intelligence skills and training which are common
throughout the DoD.
a, In collaboration with the Military Departments, the Director,
DIA will identify intelligence skills and training which are common through-
out the DoD. (Separate DIA action to meet this requirement is underway.)
b. Intelligence skills which are common throughout the DoD
will be identified and described in uniform terms. Such actions will
contribute to standardization of training common terminology or terms of
reference, and the establishment of mandatory and desirable qualification
standards. Thus, each Service can produce common intelligence skills on
an equal basis. Cross-training and cross-utilization will be increased.
Manning of DoD, joint and unified activities by persons of approximately
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equal qualification can be achieved.
c. Each specialty code with common duties and responsibilities
and types of training needed to produce the required skills will be iden-
tified. This action will result in the Services revising some MOSs, AFSCs
and specialty descriptions. Further, this action will result in the
establishment of common mandatory and desirable qualifications for each
specialty as well as common grade spread authorized and input source. The
Departments of the Army and the Air Force officer personnel systems and
directives will be adjusted to conform to the new program. The Department
of the Navy officer job classification system (NOBCs and/or the specialty
descriptions for selected Designators) and directives will be adjusted in
a similar manner.
d. Special measures will be taken with regard to the identifica-
tion of common intelligence skills and training in the areas of cryptology,
COMINT, COMSEC, and ELINT. This identification and validation process will
be a joint effort between the National Security Agency and the Military
Departments. The actions set forth in paragraphs 2 b and c above will be
taken under the administrative monitorship of the DIA which will act
merely as the focal point for all actions. The joint actions to be taken
will not form the basis for duplication or infringement upon the authority,
responsibilities, or prerogatives of the Director, National Security Agency
which are outlined in appropriate DoD Directives.
3. Identify and validate key and critical intelligence positions
existing in the National and Unified Staff areas of, intelligence interest.
(See para. II. A. 7. above for definitions of key and critical intelligence
positions,)
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a. Based upon data submitted by the activities involved, the
Director, DIA, will take the following actions in collaboration with heads
of the activities concerned.
(1) Identify key and critical intelligence positions
existing in activities and units in the National and Unified Staff areas of
intelligence interest.
(2) Establish the qualitative standards for each position.
This will include the mandatory and desirable qualifications that normally
will be possessed by future incumbents.
(3) Designate those key intelligence positions that normally
will be occupied by career intelligence officers. To accomplish this, action
will be taken to:
(a) Identify and designate those positions in which
actual duty requirements clearly dictate the need for the assignment of an
officer whose career has been developed primarily in the field of intelli-
gence and augmented by experience gained through varied command and/or
staff assignments in other functional areas.
(b) Identify those positions in which actual duty
requirements do not dictate the need for the assignment of career intelli-
gence officers as described in (a) above. Such positions normally will be
occupied by an individual who possesses broad command and staff experience
augmented by other experience gained through assignments in the field of
intelligence or which involve intelligence matters. However, a limited
number of these positions may be designated for occupancy by career intelli-
gence officers based upon the DoD requirement that career incentives will
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.be provided by insuring clear avenues of grade and skill progression for
career intelligence officers through all major echelons and through grades
ranging from pay grade 0-1 through General Officer or Flag Rank.
(4) Provide the appropriate Director, Commander-in-Chief,
or Commander with the coordinated data obtained.
(5)
Provide the Services with the data obtained for use as
definitive, long-range guidance as to the numbers and types of intelligence
officers they are required to develop to meet these external requirements.
b. The Director, DIA, will request the Director, Central
Intelligence Agency and the Director, National Security Agency to take
actions comparable to those described in para. 3a (1) and (2) above with
regard to key intelligence positions which may exist within their military
complements. In collaboration with the Directors, the Director, DLA, will
take the actions described in para. 3a (3) and (4) above.
4. Advise the Joint Chiefs of Staff and the Secretary of Defense,
at least annually, on the effectiveness of the Military Departments' plans
and programs for career development of intelligence personnel. The Director,
DIA, will effect a review of the critical aspects of the DoD Intelligence
Career Development Programs. Critical aspects include, but are not limited
to, the following major areas:
a. The effectiveness of each Services' Intelligence Career
Development Programs and their actions to man all key and critical intelligence
billets with qualified personnel.
b. The current DoD requirements for intelligence personnel
and the Services' capability to meet the requirements. (Excluded are the
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'requirements of the National Security Agency and those of the Security
activities of the Military Departments.)
c. Recommended action to correct skill, grade, or other
imbalances that may exist or be forecast among the Services.
d. Measures to be taken to insure that the DoD mid-range and
long-range intelligence personnel requirements are reflected accurately in
the Services' projections of future requirements.
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SECTION II
PROPOSED ENLISTED INTELLIGENCE CAREER DEVELOPMENT PROGRAM
I. PURPOSE: The purpose of this Section is to outline the proposed
Enlisted Intelligence Career Development Program and to provide initial
program guidance that will aid the Military Departments and the Defense
Intelligence Agency in their implementation of the Program.
II. ACTION BY MILITARY DEPARTMENTS:
A. The Military Departments will insure that the following actions
are taken to implement and administei. the DoD Eftlisted Intelligence Career
Development Program within each Department:
1. Establish new ograms or adjust existing programs to conform
with the olicies contained in the proposed DoD Directive.
2. Develop and publish and/or revise a
'I
ro riate directives
....erist...na_t_h_e....2p1._.;1.__.eiesinand actions contained in the proposed DoD
Enlisted Intelligence Career Development Program.
3. Establish an Enlisted Intelligence Technician Specialization
Program within each Service:
a. Qualified enlisted personnel will be encouraged and given
opportunities to volunteer for careers in intelligence provided they meet
Departmental standards. Such standards should include, but not be limited
to, the following:
(1) An applicant for enlistment, reenlistment, or special-
ization in intelligence must be a high school graduate (or equivalent)
and meet the qualifications for enlistment or reenlistment established
by his Service.
(2) Attain a standard score of 110 or higher on an aptitude
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.area GT or a comparable score on an equivalent test.
(3) Meet the age and physical standards established by his
Service.
(4) Possess or have the aptitude to attain, the technical
qualifications appropriate to the grade and skill level of the intelli-
gence specialty in which he will specialize.
b. Conditions for waivers of qualifications and loss of
eligibility for continued careers in intelligence will be prescribed by
each Service.
c. Wherever feasible, those enlisted personnel possessing an
MOS, AFSC or NEC in which there is a CONUS/Overseas imbalance will be
granted first priority to cross-train to meet requirements in other intelli-
gence specialties where such imbalances do not exist.
4. Provide an annual input of enlisted personnel to insure
effective manning levels.
a. To supplement the Intelligence Specialization Program,
if required, each Service will provide an annual input of enlisted per-
sonnel Of all grades into each major specialty to insure that intelligence
activities are effectively manned with enlisted intelligence specialists.
Input of enlisted personnel in paylgrades E-7 through E-9 normally will
not be on an involuntary basis.
b. Wherever feasible, personnel being assigned involuntarily
to intelligence duties will attend or be accepted for attendance at appro-
priate intelligence schools or courses of instruction prior to their assign-
ment on a continued basis to intelligence duties.
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5. Establish a professional base of Enlisted Intelli ence S ecialists.
a. Steps will be taken by each Military Department to preserve
the intelligence technician assets now available within the DoD. Measures
taken will result in the identification and controlled utilization of intelli-
gence specialists now on-board. Therefore, as of the effective date of the
proposed DoD Directive, enlisted personnel of the types indicated in sub-
paragraphs (1) through (4) below will be utilized only in the field of intelli-
gence until an effective Enlisted Intelligence Technician Specialization
Program has been instituted, as determined by each Department. This group is
selected for retention inasmuch as the personnel and/or job classification
systems of the Services have resulted in these enlisted personnel being
identified as intelligence specialists who normally were procured, trained,
developed, and/or utilized primarily in the field of intelligence. The
enlisted segment of the professional base of intelligence specialists* will
consist of:
(1) Department of Army: All enlisted personnel possessing
as a primary military occupational specialty (MOS) one of the specialties
listed in Enclosure Nr. 3 hereto. The initial general order of magnitude is
illustrated in Enclosure Nr. 3.
(2) Department of Navy: All enlisted personnel in the
PT Rating group plus other enlisted personnel awarded certain Naval enlisted
intelligence specialists listed in Enclosure Nr. 3 who are utilized exclusively
in intelligence billets.
in Enclosure Nr. 3.
The initial general order of magnitude is illustrated
* Inasmuch as all enlisted intelligence technicians are specialists in intelli-
gence, there will be no enlisted intelligence sub-specialists except in the
Navy. All enlisted specialists assigned against total intelligence billet
requirements on and after the date the professional base is established, will
be incorporated into the Base.
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(3) Marine C(212E: All enlisted personnel awarded the
occupational specialties listed in Enclosure Nr. 3 hereto. The initial
general order of magnitude is illustrated in Enclosure Nr. 3.
(4) Department of Air Force: All enlisted personnel
awarded one of the specialties listed in Enclosure Nr. 3 hereto as a
primary or control Air Force Specialty. The initial general order of
magnitude is illustrated in Enclosure Nr. 3.
b. Establishment of the enlisted segment of the professional
base of intelligence specialists will automatically provide grades for
intelligence specialists ranging from E-1 through E-9; the entire spectrum
of intelligence specialties; and the basis for both immediate and future
actions to develop the careers of enlisted intelligence specialists. The
numbers, grades, and specialties will fluctuate to meet changing opera-
tional requirements caused by the international situation and/or major
reorganizations within the DoD; however, maximum stability is desired.
6. Publish and utilize guidance provided by the DIA regarding
intelligence skills and training deemed to be common throughout the DoD.
Establish, revise, or delete intelligence specialties, as required.
Adapt plans, programs, systems, procedures, manning documents, etc. to
reflect the revised skills. Adjust training programs to conform with
the revised or new requirements.
a. This guidance will be developed by the DIA; coordinated
with the Services; and provided the Military Departments not more than
60 days subsequent to the date that the proposed DoD Directive is
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approved. (See also paragraph III. A. 2. below)
7. Establish job progression ladders for each major intelli-
gence specialty.
a. Each Service will provide clearly defined avenues of pro-
gression to higher skill levels and grades in each major intelligence
specialty. These will be graphically portrayed so as to illustrate input
source for each specialty, a vertical progression of increasing skills
in each specialty, the requirement fdr attendance at specialized formal
training for each specialty, permissible cross-training, and/or permissible
cross-utilization limits (see Encl. Nr. 4 hereto for an example of a .
specialty portrayed in this manner). Such job progression ladders will
show the normal career development pattern for each major specialty.
b. Enlisted intelligence specialists will be programmed for
timely attendance at the appropriate intelligence specializatinn courses
required for each specialty.
ACTION BY THE DIA:
A. The Director, Defense Intelligence Agency will:
1. Establish within the DIA an intelligence career development
activit which will be the 1LpToDfocalointforstt2E2_LtgmliEg2zD
programs for career development of enlisted intelligence specialists
throughout the DoD. (Functions of this activity are set forth in para-
graph III. A. 1 of Section I. Proposed Intelligence Officer Career
Development Program.)
2. Identify intelligence skills and training_l?ith_lre common
throughout the DoD.
a. Take actions regarding enlisted intelligence skills and
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.training comparable to those set forth in paragraph III. A. 2, Section I,
Proposed Intelligence Officer Career Development Program.
3. Perform the minimum review function set forth in paragraph
III. A. 4 Section I, Proposed Intelligence Officer Career Development
Program.
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SECTION III
PROPOSED CIVILIAN INTELLIGENCE SPECIALIST CAREER DEVELOPMENT PROGRAM
1. PURPOSE:
The purpose of this section is to outline the proposed Career Development
Program for civilian professional intelligence specialists and to provide
initial program guidance that will aid the DOD components, agencies, and
activities in their implementation of the program.
II. PROGRAM SCOPE:
The proposed program will include those civilian professional intelligence
specialists who perform duties which are comparable to and properly identifiable
with the officer intelligence AFSCs, MOSs) and NOBCs contained in Section 1
above and in Enclosure No. 1.
III. ACTION BY MILITARY DEPARTMENTS:
A. The Military Departments will insure that the following actions are
taken to implement and administer the DOD Civilian Professional Intelligence
:Specialists Career Development Program within each Department:
1. Establish long-raw career develument plans for civilian
intelligence specialists.
a. Each Service or DOD Agency will establish an individualized
and meaningful career development plan for each registered employee with the
objective of increasing his capacity in his present assignment and developing
him for progression into higher level positions. These plans will be Care-
fully established and controlled and should include:
(1) Consideration for attendance at Service Schools and the
payment of tuition for courses at colleges and universities as a prime means
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of .providing intelligence education. These efforts must be timed to meet
training and career development needs of the individual employee. The
training plan for the individual employee will vary depending upon his
specialty field, individual proficiency, and his ability to progress.
(2) Provision for rotation, exchange assignments and directed
tours within and among DOD intelligence activities located in the CONUS'
Participation in rotation, exchange assignments and directed tours will be
made a condition of employment for all new career intelligence employees and
mandatory for those already employed who enter upon a career development program.
Exchange assignments between and among DOD agencies will be a matter for coordina-
tion between the agencies concerned. Directed tours, exchange and rotation
assignments are particularly encouraged within the Washington, D.C. area. As
a later collateral effort, CIA may be added to the program under a mutual
agreement.
(3) Provision for rotation of assignments (in the series
and grades determined appropriate by the agency involved) between and among
intelligence activities at U.S. locations overseas. Current employees will
be given the opportunity to participate. For new employees who agree to such
rotation it will be made a condition of employment. For participants, it will
be necessary to establish specific tour lengths and provide a guarantee of a
position in a specified U.S. area with no loss in grade upon return from
overseas.
2. Establish within the Headquarters of each Military Department
a Civilian Intelligence Specialist Career Management Activity or utilize
the existing Career Management Organization.
The function of this activity will be to review and maintain control of
26
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Approved For Rise 2002/08/21 : CIA-RDP80601676P0500040012-2
?
the career development of civilian intelligence specialists within that
Department, including establishment of "trainee" programs and furnishing DIA
with their requirements for college graduate recruits. This activity will evaluate
lie program on a continuing basis and insure compliance with DOD Objectives. The
methods and procedures employed in administering this activity will be left to
the discretion of each Military Department.
IV. ACTION BY DIA:
A. Monitor DOD Civilian Intelligence Specialist Career Development
Programs..
The Career Development activity within DIA will make periodic studies
of DOD Career Development Programs for civilian intelligence specialists to
determine desirable refinements or major revisions. This activity will review
and determine the effectiveness of individual phases of the DOD Program and
develop new concepts and techniques, and recommend necessary changes in order
to fully develop and properly utilize professionally qualified civilian personnel
in intelligence positions.
B. Establish and conduct a DOD Colley Graduate Recruitment program.
To insure a continuing annual input of civilian personnel for
responsible intelligence specialists positions throughout the DOD, DIA will
be responsible for establishing and conducting a program to recruit highly
qualified college graduates to be entered into a formal trainee program:
within DIA and the Military Departments. This program will be designed for
long-range development for progressively responsible positions within the
Military intelligence community. Only persons possessing exceptionally,high
potential, and a strong desire for career advancement will be selected for
this program.
27
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Approved For Ifaease 2002/08/21 : CIA-RDP8060167 0500040012-2
1. Annual Input: Each Military Service and DOD agency will
determine its annual programmed input of college graduate recruits. These
numbers will be based upon projected personnel turnover and expansion or contraction
of personnel requirements. These positions will be in addition to "regular"
position requirements and will be identified as "trainee" spaces on manning
documents. The recruitment of college graduates is not intended as a means
of filling all positions. Every effort should be made to attract as civilian
career intelligence specialists those Military personnel retired or otherwise
released from Military service who have had Military intelligence experience
and are professionally, qualified.
2. Recruitment: Recruitment of colOge graduates will be timed as
nearly as possible to permit entry on duty shortly prior to the beginning
of the Defense Intelligence Course since it is planned that this normally
will be the first phase of the trainee development. Necessary lead time
will be needed to complete security investigations, testing, evaluation and
other pre-selection requirements.
3. Educational Background: Applicants for this program must
possess at least a Bachelor's degree from an accredited college or university.
Fluency in at least one foreign language and eligibility for a reserve com-
mission are both highly. desirable. The adoption of such selection criteria
is left to the discretion of each DOD Agency or Service. Tentative standards
developed by DIA allow for entry into this program at the GS-7, and GS-9 grade
level, depending upon academic study completed. Applicants with a Bachelor's
degree may be selected for positions at 08-7 level if they are in the upper
20% of their class or have a "B" average or better. Applicants with a Masters
28
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Approved For Rcatse 2002/08/21 : CIA-RDP80B016761663500040012-2
degree may be selected at the 08-9 level. The academic background of college
graduate recruits will be matched against the specialized requirementsrofthe
positions for which they are being hired. The specialized field for college
recruits will cover a variety of subject matter areas and will be dependent
upon projected long-range needs within the intelligence community. Applicants
with a Doctorate degree in a subject matter area required by the intelligence
community may be hired at the GS-11 level. A training.plan suitable to the
backgrounds of these. candidates and keyed to the needs of the hiring Agency
should be developed in each instance in order to assure ready assimilation of
Doctorate employees into the agency and provide for their long range development.
4. Terms of Employment: Only employees who are readily willing to
accept position transfer, reassignment and job rotation will be selected for the
trainee program. Applicants will agree to this as a condition of employment.
To provide maximum flexibility and ease of administration in selection, reassign-
ment, promotion, and job rotation of these personnel among the various DOD
intelligence activities, DIA will negotiate with the CSC for the movement of
these personnel between the competitive and excepted services. (See enclosure
5, Guideline Training Plan.)
C. Conduct long-range career development plans for DIA civilian intel-
ligence specialists.
The Civilian Personnel Division within DIA will take the necessary
steps to have developed individualized and meaningful career development plans
for professional intelligence specialists participating in the career development
program These plans will be carefully, established and controlled and should
include those features as discussed in paragraph .III A-1 above,
29
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Approved For KeTease 2002/08/21 : CIA-RDP80601676090500040012-2
. D. Conduct negotiation with the Services and the Civil Service
Commission for the rotation of assignments of civilian employees.
The Career Development activity within DIA will conduct the
necessary negotiations with the Services for the rotation of civilian
employee assignments for training purposes as described in enclosure 5
hereto. Negotiations with the Civil Service Commission for movement between
the competitive and excepted services as noted in paragraph IV B 4 above will
be conducted by the recruiting activity 'of the DIA.
V. PHASED IMPLEMENTATION OF THE PROGRAM:
The build-up of DIA and the resultant transfer to DIA of many of the
intelligence functions currently or previously performed by the Military
Departments will create an atmosphere of continuing change and movement of
personnel within the next 12 months. It is estimated that the civilian
authorization within DIA will increase by approximately 1675 spaces during
FY 1963. A significant portion of this gain will be by functional transfer
to DIA from the Military Departments. It is not feasible, therefore, for the
Services or DIA to immediately develop specific career development plans for
these personnel. However, it is incumbent upon both the Services and DIA to
develop long-range overall plans into which these persons will fit. For these
reasons, it will be necessary that the DOD Civilian Intelligence Specialist
Career Development Program be implemented in two phases. Phase I will begin
upon approval of the program by the Secretary of Defense. Phase II will be
implemented upon completion of the transfer of Production Center; ADPS;
Mapping, Charting, and Geodesy Activities; and Dissemination functions and
personnel to DIA.
30
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Approved For
se 2002/08/21 : CIA-RDP80601676
500040012-2
, A. PHASE I.
1. Establish 'a Career Management Activity in the Headquarters of
each Military Department.
Establishment of a new activity or designation of an existing
activity will be at the discretion of each military department. Under Phase I
this activity will evaluate the program of the Military Department as it
currently exists and begin planned action to insure long-range compliance with
the total proposed program. As envisioned, this will include any necessary
preliminary action for implementing Phase II.
2. Establish within the DIA an intelllgence career development
activity which will be the regarding
for the career development of civiliseng_;.c_2s_p2.2Ialis_:jt_tsthrouout
the DOD. (Functions of this activity are set forth in paragraph III A 1 of
the Section I, Proposed Intelligence Officer Career Development Program).
B. PHASE II.
1. Establish a long-range career development plan for each participating
civilian intellionat_Epecialisli.
2. Establish a College Graduate Recruitment and Trainee Program.
31
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Approved For Relase 2002/08/21 : CIA-RDP80B01676500040012-2
CONFIIIDENTRAL
INITIAL GENERAL ORDER OF MAGNITUDE
(Officers)
I. DEPARTMENT OF ARMY; During the period January - May 1962 (which was
prior to the establishment of an Intelligence and Security Branch in the
active Army), there were approximately 5,555 intelligence officer posi-
tions authorized in the areas of Other Intelligence, Intelligence Corps,
and Security. During that period, approximately 3,357 of the 5,555
authorized intelligence positions were occupied by officers who would be
considered to be "career intelligence officers" as envisaged under this
Plan; these officers would become members of the professional base estab-
lished by this Plan. During the same period, many of the remaining number
of authorized intelligence positions were filled by Army officers on
Branch Immaterial assignments; they would be considered to be "Intelli-
gence subspecialists" under this Plan. They would not become members of
the proposed professional base inasmuch as their careers would not be
developed primarily in the field of intelligence
II. DEPARTMENT OF NAVY:
A. Naval Intelligence As of 1 October 1962, there were 1,181
intelligence officer positions authorized. Of that number, 200 billets
were identified as billets requiring the assignment of officers possessing
Designator 163X, Special Duty Intelligence. There were 192 such officers
assigned during the period and they would be considered to be "career
intelligence officers" as envisaged by the Plan; hence, they would be
members of the Navy professional base. The remaining 981 authorized
intelligence billets were to be occupied by Naval intelligence "subspecial-
ists". There were approximately 1,488 line officers (including aviation)
trained and/or experienced in intelligence available, at varying times, to
Approved For ReleaseeM:
I
-Drn 6A6 E E
0 05n0c01004,0uoria2-f
Approved For64ase 2002/08/21 : CIA-RDP80B0167 RO 0500040012-2
CONIFEDIENTRAL
be utilized to fill these positions. They would not become members of the
professional base since their careers would continue to be developed as
line officers.
B. Naval Security Group: As of 1 October 1962, there were 584 posi-
tions within the Naval Security Group requiring the assignment of officers
including Limited Duty Officers possessing Designators 161X or 646X. At
that time, these positions were occupied by 335 officers possessing
Designator 161X and 222 LDO's possesSing Designator 646X; for a total of
557 officers assigned against 584 positions. The 557 assigned officers
would be considered to be "career intelligence officers" as envisaged. by
the Plan; hence, they would be members of the Navy professional Base.
C. Marine Corps: As of 1 January 1962, there were no "career intelli-
gence officers" as defined in the Plan. Hence, the Marine Corps will not
form a professional base of career intelligence officers. However, within
the Marine Corps, there were 397 officer positions involving intelligence and/
or counterintelligence duties. There were 146 Marine Corps officers assigned
to occupy these positions (exclusive of those in the FMF units). These 146
officers were considered to be "intelligence subspecialists" as defined in
the Plan and their careers would not be developed in the field of intelligence.
III. DEPARTMENT OF AIR FORCE: As of January 1962, there were 3,574 officer
positions authorized in the Intelligence (including USAISS) and Special
Investigations career field areas. There were 2,846 f.Ity qualified officers
assigned to these positions who would be considered to be "career intelli-
bence officers" as envisaged by the Plan; hence,,they would be members of
the Air Force professional base. The balance of the positions, or any
portion thereof, could be occupied by other officers considered to be "intelli-
gence subspecialists" as defined by the Plan. Such officers would not be
membersgptircalsciftariftleitasee2.0M08/243:01AiRDREMEM6MR6605000499c2120 be devel-
oped in other career fielczcthiyll DE NI TIT AL
Enclosure 1
Approved For Qease 2002/08/21 : CIA-RDP80601676R000500040012-2
INTELLIGENCE OFFICER CAREER PATTERN
I. Each Military Department will develop and publish career development
and/or assignment patterns for career intelligence officers. Such patterns
will:
a. Provide a graphic and narrative guide for the use of appropriate
officials responsible for the assignment and/or development of career
intelligence officers.
b. Illustrate the types of intelligence duties, levels of responsi-
bility and the training and education objectives that are established by
each Department as a means of providing clear avenues of skill and grade
progression.
c. Include the DoD long-range requirement that officers entering the
'intelligence career field must possess a baccalaureate degree (fields of
study to be related to specialties). This requirement will be in addition
to the entry level qualifications established by the Departments for each
intelligence specialty. (NOTE: This will not be a mandatory requirement
that must be met by certain officers described in para. 3 b (2) and (3) of
the Plan.)
II. Departmental intelligence officer career patterns generally will
follow the types of patterns illustrated on. pages 2 and 3 of this enclosure.
departmental
Separate but correlated/patterns may be established for intelligence offc-
cers and other intelligence officers qualified in communications/cryptology.
Eligibility for Service Schools and other training will be determined by
each Department.
Enclosure 2
Approved For Release 2002/08/21 : CIA-RDP80601676R000500040012-2
CONFIDENTIAL
Approved For Release 2002/08/21 : CIA-RDP80601676R000500040012-2
GENERAL CAREER PROGRESSION
GENERAL OFFICER POSITIONS
SERVICES, UNIFIED AND SPECIFIED COMMANDS, DIA, NSA
AND NATIONAL INTELLIGENCE COMMUNITY
NATIONAL STA FF
SECURITY OFFICER
SECURITYzT
STAFF OFFIC ER
SIGINT STAFF
OFFICER
S I GS EC STAFF
OFFICER
NATIONAL AREA
INTELLIGENCE STAFF OFFICERS
UNIFIED STAFF AREA
INTELLIGENCE STAFF OFFICERS
SENIOR INTELLIGENCE STAFF OFFIC ERS
(A rivy, Navy, Al, Force)
EIPERAIIONAL AREA
COMINT
AREA
RUNT
AREA.
COMSK
AREA
ELSEC
AREA
COUNTER-
INTELLIGENCE
AREA
FIELD OPERATIONS
ONTB.LIGENCE)
AREA
OTHER
INTELLIGENCE.
AREAS
PHOTO-RADAR
INTERPRETER
AREA
L=.1
TECHNIC.AL
INTELUGENCE
AREA
(COMMON QUALIFICATIONS DETERMINED BY DOD IN COLLABORATION WITH SEIVICES,, CODES 13TABUSHED BY salvias)
Approved For Release 2002/08/21 : CIA-RDP80601676R000500040012-2
(Page 3 Enclosure 2
Oge
=,.
CONFIDENTIAL
Yrs
35
to
30 .
?
Approved For Kirease 2002/08/21 : CIA-RDP80B01676k0b0500040012-2
ZYPICAL
OFFICER INTELLIGENCE CAREER PATTERN
Rank
Phases
?
: Gen/
I
? Adm
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Basic
Military Or
or
Basic Intelligence ['raining
:Key Intelligence Posts .
.Unified and Specified Commands
'DIA, NSA and National Intelli-
gence Community
.Controlled Assignments to
'Non-Intelligence Duties
?
'? Senior Command and Staff Intelli-
gence Positions
.Assignment to or Command of an
'Operational Intelligence Unit.
:Controlled Assignments to Non-
Intelligence Duties
?
??
'? Intelligence Staff Positions
:Attache and/or Assistant Attache
.Duty
'Controlled Assignments to Non-
:Intelligence Duties
'Assignment to Staff in the
:National, Unified or Department
.Areas
'Assistant Attache Duty
:Assignment to or Command of an
.Operational Intelligence Unit.
'Staff Duty - Intermediate/Major
:Command Level
.Controlled Assignments to Non-
'Intelligence Duties
:Specialized Training at Service
.Schools and Civilian Institutions
'Assignment to Intelligence Unit
:Cross Training with Initial
.Intelligence Specialty Area or
'In Another Intelligence Specialty
????????????????1?1?11
???????????mosa?P
?4????????????
.Operational Unit Level Intelli-
gence Officer and/or Specializaw-
:tion in Intelli ence Area.
3
Enclosure .2
Approved For Release 2002/08/21 : CIA-RDP80B01676R000500040012-2
?
Approved For Re(eale 2002/08/21 : CIA-RDP80B0167600040012-2
III. Phased Development:
a. Basic Intelligence Development Phase: 0-5 years.
(1) Each intelligence officer normally will attend a Service
technical or specialist intelligence training course during this phase.
The officer through his 5th year will be utilized within his intelligence
specialty in echelons deemed appropriate by his Service, e.g., at the
Service operational unit level, so ai to enable him to develop. a sound
technical competence in his specialty. Selected officers will attend the
Defense Intelligence Course at the Defense Intelligence School toward the
end of this period.
b. Intermediate Professional Development Phase: 6-10 years.
From the 6th through the 10th year, the average intelligence
career officer will progress to assignments either within his initial
specialty area at higher levels of command, or in another specialty area.
During this period he will also attend the Defense Intelligence-Course at
the Defense Intelligence School where he will receive a broad education
in the fundamentals of all phases of intelligence which will serve as the
foundation for his progressive career development. This is also the ideal
phase for cross-training in order to meet specific intelligence personnel
requirements as well as to increase his value to the DoD intelligence com-
munity. This cross-training may include attendance at the DoD Language
School, intelligence courses, or a civilian university for technical or
intelligence-type training as required. In addition, selected officers
will attend Service Command an Staff Colleges as a part of overall, mili-
tary career progression during the latter part of this phase. The officer
through his 10th year is utilized in command or staff duties in operational
Approved For Release 2002/08/21 : CIA-RDP80B01676R000500040012-a
znclosure 2
4
Approved For ReleaS3\2002/08/21 : CIA-RDP80601676R0Od4 040012-2
g
intelligence units and in echelons normally no higher than Military Depart-
ment level.
c. Advanced Professional Development Phase: 11-16 years.
During the 11th through the 16th year, the officer will be
assigned to intelligence staff duties at intermediate, major command or
Departmental level commensurate with his rank and experience. During this
phase, officers may be assigned to or command an operational intelli-
gence unit and/or attend civilian graduate schooling, the Advanced Course
at the Defense Intelligence School, and/or Service War Colleges. Cross-
training during this phase should be accomplished with the view toward
qualification for National and Unified Staff area assignments. Assignments
will be designed to enable such officers to increase their military value
in the field of intelligence by broadening their perspective concerning
the application of evaluated intelligence information to the primary mili-
tary mission of the Services.
d. Joint Intelligence Utilization Phase: 17-25 years.
During the final phase of intelligence career development, the
officer will be assigned and utilized to the maximum extent in National
and Unified Staff areas commensurate with his rank and experience. Out-
standing officers will attend Senior Service College Course to prepare
for high level command and staff intelligence positions. Selected officers
may be assigned to or command
an
operational intelligence unit or be given
controlled assignments of approximately 4 years duration to positions in
functional areas other than intelligence. Such assignments will he
designed to enable such officers to increase their military value in the
Approved For Release 2002/08/21 : CIA-RDP80601676R000500040012-2
5
. Enclosure 2
Approved For RIese 2002/08/21 : CIA-RDP80601676
500040012-2
field of intelligence by broadening their perspective concerning the
application of evaluated intelligence information to the primary mili-
tary mission of the Services.
e. Senior Staff Utilization Phase: 25-35 years.
Assignment to General and Flag Rank key intelligence billets in
the Departmental, Unified and National Staff areas of intelligence .
interest. Selected officers may perf?rm a tour of duty in a functional
area other than intelligence; however, normally they will not perform two
such tours in sequence.
6
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Approved For Redaql 2002/08/21 : CIA-RDP80B01676R0
CONFMENTIIAL
INITIAL GENERAL ORDER OF MAGNITUDE
(Enlisted)
I. Distribution of Enlisted Specialists
0040012-2
Professional Base of
? Intelligence Specialiste*
ARMY . . . ....... 5,749
NAVY. ........ 393
MARINE CORPS 721,
AIR FORCE 3,574
TOTAL 10,437
(* Based on authorized billets, there are no enlisted intelligence sub-
specialists, except in the Navy.)
II. Specialties Involved
A. Army:
) Intelligence and Counterintelligence
971 - Military Intelligence Specialist
972 - Area Intelligence Specialist
974 - Military Intelligence Coordinator
962 - Intelligence Analyst
966 - Interrogator
969 - Image Interpreter
B. Navy:
PT - Photographic Intelligenceman
C. Marine Corps:
0200 - Intelligence Striker
0211 - Counterintelligence Assistant
0221 - Intelligence Assistant, Air
0231 - Intelligence Assistant, Ground
0239 - Intelligence Chief
0241 - Photo Interpreter
02 - - (9915 - Billet Designator) Intelligence Clerical
D. Air Force:
Intellisence
204X0 - Intelligence Operations Specialist
206X0 - Photo Interpreter Specialist
821X0 - Special Investigator
Enclosure #3
Approved For Release tinglinInFirry7ARE0500040012-2
Approved For Ft/apse 2002/08/21 : CIA-RDP80B01676660500040012-2
EXAMPLE OF A JOB LADDER
General
Grade Job Ladder Cross-Training/
Guide Cross-Utilization
E-7
E-6
E-5
E-2
E-1
smaimmormmin?
Intelligence
Superintendent
AFSC 20490
Intelligence
Technician
AFSC 20470
Advanced Intelligence
Course
Intelligence
Specialist
AFSC 20450
?=11Ma
Assignment To or From
Other Allied Intelligence
Job Ladders with Attendance
at Appropriate Course
Apprentice
Intelligence
Specialist
AFSC 20430
Language Specialists
Photo-Interpretor
Special Investigation
(Not lower than Pay Grade E-5)
Basic Intelligence
Course
Intelligence Trainee
AFSC
20010
Basic Airman
AFSC 00010
Enclosure #4
Approved For Release 2002/08/21 : CIA-RDP80601676R000500040012-2
Approved For Rise 2002/08/21 : CIA-RDP80601676
GUIDELINE TRAINING PLAN
500040012-2
1. Training Plan: The following is a broad outline of training intended
to be used as a guideline by all the Services and Agencies involved in
developing their own programs and for use in the centrally recruited programa
for new employees as described in paragraph IV. B. of Section III.
a. Orientation: Approximately two weeks duration. This will include
information on career opportunities and the mission functions and organi-
zational structure of the agency for which employed.
b. Defense Intelligence School: Assignment to the 37 week Defense
Intelligence Course as soon as scheduling permits.
C. (:
nitial Training AssisistEL_QpITLkarl: The initial assignment of
the new 'trainee after completion of the above, should be for the purpose
of determining the area or specialty for which the trainee appear' best
suited, as well as for training purposes. Planned rotation of assignments
and directed tours, with frequent appraisals and interviews, will serve as
the principal means of training during this period.
d. On-the-job Training: Upon completion of the initial training
assignment, the trainee will be assigned for approximately six months, in
an OJT status, to a position he appears most suited to as indicated by his
background and demonstrated abilities. Assignment will be so designed to
develop him for the next higher level jobs. Although this is primarily a
training period, it is expected that the employee will contribute to the
productive output of the organization.
. Upon completion of the second year under the trainee program, the
employee will, in addition to the frequent appraisals received throughout
Enclosure #5
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Approved For dellse 2002/08/21 : CIA-RDP80601676Q0500040012-2
his employment, receive a careful evaluation and normally will be assigned
to a regular position. Consideration at this point should be given to
employees attendance at more advanced training at service schools or
civilian institutions before final placement in a regular position.
f. The training plan will provide for periodic promotional opportu-
nities. Completion of the "formal" training plan normally constitutes
the "entering" phase of a long and practical guided career plan. It is
at this point that guidance must be of a highly individualized nature and
that the career intelligence specialist must embark on a program of self
development as well.
Enclosure #5
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Approved For Release 2002/08/21 : CIA-RDP80601676R000500040012-2
Long Range Educational Requirements for DOD Career Intelligence Personnel
It is significant that requirements in the field of intelligence are
demanding high caliber career intelligence personnel.
To produce competent and versatile military intelligence career
officers and civilians in the future it will be necessary to raise the
general level of education of these personnel. This should be accom-
plished by substantially increasing both military and civilian graduate
level schooling.
Long range requirements for military intelligence career officers and
civilians indicate a need for these personnel to attain the highest
possible formal educational levels in some major fields of academic study
with specialization in some area. This requirement has been generated by
advances in science and technology, changes in relationships and require-
ments within the U. S. Government intelligence organizations, and new
intelligence methods and techniques.
There is a trend toward centralizing the production of intelligence
at higher staff levels. Military intelligence officers and civilians are
being utilized in increasing numbers in national, joint and inter-
departmental staff activities in which intelligence responsibilities
extend far beyond the sphere of the individual services' military interest.
The effect is to produce staffs with high degrees of specialization,
consequently greater requirements will exist for specialized substantive
knowledge. This trend will also increase demands for managerial capacity
at the higher staff levels.
Career intelligence personnel will therefore be required to possess
increasingly greater knowledge of social, economic, political and/or
scientific affairs in addition to military matters. In short, they must
be broadly educated, probably with specialization in some area, but with
a wide range of adaptability and competence. They will then be able to
work on intelligence matters in support of all U. S. interests whether in
a military or non-military environment.
Approved For Release 2002/08/21 : CIA-RDP801301676R000500040012-2Atch
Approved For Release 2002/08/21 : CIA-RDP80601676R000500040012-2
QUALIFICATION AREAS TO BE CONSIDERED IN DETERMINING KEY INTELLIGENCE
POSITIONS AND SPECIFICALLY DFSIGNATED INTELLIGENCE POSITIONS
The seven qualification areas listed below should be considered when pre-
paring qualification standards for occupants.
1. Civilian Education
Cbnsider required study or degrees in specified area(s) of major academic
fields of study.
Examples:
(.) Baccalaureate degree in political science.
(2) Masters degree in geopolitics or political geography.
(3) Doctoral degree (PHD) in international relations.
2. Military Education
Consider DoD component schools and DoD joint schools.
a. DoD component schools:
(1) Army - USCONARC Pamphlet No. 350-1, Education and Training
(2) Air Force - AF Manual 50-5, Training Prospectus
(3) Navy - Nay Pers 91769-F, Catalog of U. S. Naval Training
Activities and Courses, 4 Dec 62
b. DoD joint schools:
(1) National War College
(2) Industrial College of the Armed Forces
(3) Armed Forces Staff College
(4) Defense Intelligence School
3. Intelligence Training
Consider graduation from or completion of specified intelligence courses
at U. S. Government schools including DoD component schools and the Defense
Intelligence School.
4. Specialized Training and/or Skills
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Consider requirements for specialized training and/or skills that
may be acquired by successful completion of specified courses at civilian
or military schools or previous assignments. Specify exact requirement,
if desired, e.g., French linguist.
Example: Linguist
Parachutist
Aviator
Missileman
Astronaut
Cryptologist
Hydrographer
Submariner
Nuclear Weapons Employment
Technical Intelligence
Special Forces
Research and Development
5. Intelligence Experience
Consider requirements for experience at (1) specified staff levels
and, (2) operational/functional activities or areas.
Staff Levels
Combined
Joint
Departmental(specify Hq or field elements)
Operational/Functional Activities or Areas
Estimates
Collection
Interrogation
Clandestine
Targets
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Counterintelligence
Dissemination
Evasion and Escape
Medical
Transportation
Meteorology
Plans
Examples':
(1) Previous experience in counterintelligence activities at
(level)
(2) A minimum of years of experience in
(e.g., plans, targets, estimates) at (level).
(3) Thorough knowledge of threat assessment principles and
methods.
(4) Previous intelligence experience in (e.g.,
PACOM) at (level).
6. Other Military Experience
Consider required non-intelligence assignments necessary for broadening
and/or rounding out individuals for a specific assignment or their career
as a whole. Indicate (1) staff level and (2) operational/functional
activities, if desired.
Examples:
(1) Previous experience in a non-intelligence field unit in company
grade.
(2) Previous joint staff experience other than J-2.
(3) Previous Departmental (Hq) experience in military operations
and planning.
(4) Command of at (level) for
at least year(s).
(5) Previous experience in the employment of nuclear weapons at
(level).
(6) Experience in missile weapons systems at
(level).
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7. Security
Indicate required security clearances.
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MAJOR. ACADEMIC FIELDS/AREAS
OF SPECIALIZATION FOR CAREER INTELLIGENCE PERSONNEL
The following list of some major academic fields/areas of specializa-
tion may be used as a guide in determining desired qualifications for
career intelligence personnel. Indicate other fields/area and/or options
within field/areas of study as desired.
Engineering and Architecture
Architecture, General
Engineering
Aeronautical
Astronautical
Civil
Ceramic
Electrical
Industrial
Mechanical
Metallurgical
Petroleum
Nuclear
Space Technology
Guided Missiles
Arts and Social Sciences
Anthropology
Economics
English
Foreign Languages
Geography
General
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Geopolitics - political geography
Physical
Economic
Urban
History
Journalism
International Relations
Law
General
International
Library Science
Political Science
Psychology
Public Administration
Sociology
Biological and Physical Sciences
Astronomy
Biology
General
Micro-biology
Zoology
Botany
Chemistry
General
Nuclear
Ceramics
Electro
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Forestry
Geography, physical
Geodesy
Geology
General
Surficial
Stratigraphy
Hydrology
Mathematics
Metallurgy
Meteorology
Oceanography
Operations Research/Systems Analysis
Physics
General
Nuclear
Thermal
Electricity and Magnetism
Astro/space
Business/Management
Business Administration
Economic Geography
Foreign Trade
Management
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NAME OF ACTIVITY
DATE
....m.
_IDENTIFICATION OF PROPOSED KEY INTELLIGENCE POSITIONS/SPECIFICALLY
DESIGNATED INTELLIGENCE POSITIONS AND QUALITATIVE STANDARDS
I DEFINITIONS
A. KEY INTELLIGENCE POSITIONS are those which involve a high degree of responsibility in an intelligence area
and require the 'assignment of persons of at least the grade of Lt. Col/Comdr. (or equivalent civilian grade) who have
a broad background, training and experience in the intelligence'field.
B. SPECIFICALLY DESIGNATED INTELLIGENCE POSITIONS are those throughout the DOD, ranging from pay grade
0-1 through General/Flag rank (or comparable civilian grade) which will be occupied ONLY by career intelligence pers-
onnel, based on the need to establish clear avenues of career progression throughout all echelons of intelligence.
2. TITLE OF POSITION
AUTHORIZED
GRADE/RATI NG
SERVICE/AGENCY
MOS/DESIGNATOR OR NOBC/AFSC/SERIES
ASSIGNED
BRIEF DESCRIPTION OF DUTIES AND RESPONSIBILITIES
S. IDENTIFICATION OF PROPOSED POSITION
11 j KEY INTELLIGENCE POSITION
[ 1SPECIFICALLY DESIGNATED INTELLIGENCE POSITION
? NOTES Position con be filled only by career
Intelligence Personnel
POSITION TO BE FILLED BY
Li CAREER INTELLIGENCE PERSONNEL
[-_(INTELLIGENCE SUBSPECIALIST
4. PROPOSED QUALITATIVE STANDARDS FOR POSITION
MANDATORY
DESIRABLE
(Use revere* side if additional space is necessary/
5. ACTIVITY'S APPROVAL (T,I, Km/ SI,engifrire)
DIA FORM 92 FEBRUARY 1964
7
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NAME OF ACTIVITY
Command
J2 Section
DATE
1 May 64.
IDENTIFICATION OF PROPOSED KEY INTELLIGENCE POSITIONS/SPECIFICALLY
DESIGNATED INTELLIGENCE POSITIONS AND QUALITATIVE STANDARDS
I DEFINITIONS
A. KEY INTELLIGENCE POSITIONS are those which invblve a high degree of responsibility in an intelligence area
and require the assignment of persons of at least the grade of Lt. Col/Comdr. (or equivalent civilian grade) whOhave
a broad background, training and experience in the intelligence'field.
B. SPECIFICALLY DESIGNATED INTELLIGENCE POSITIONS are those throughout the DOD, ranging from pay grade
0-1 through General/Flag rank (or comparable civilian grade) which will be occupied ONLY by career intelligence pers-
onnel, based on the need to establish clear avenues of career progression throughout all echelons of intelligence.
2. TITLE OF POSITION
Chief, Intelligence Estimates Division
AUTHORIZED
GRADE/RAT NG
SERVICE/AGENCY
MOS/DESIGNATOR OR NOBC/APSC/SERIES
1
06
Army
9300
ASSIGNED
1
06
AF
8016
BRIEF DESCRIPTION OF DUTIES AND RESPONSIBILITIES
Advises the Commander in Chief, Deputy, Assistant Chief of Starf for
Intelligence, and key staff members as desired concerning the situation, capa-
bilities and trends of countries within the area.
3. IDENTIFICATION OF PROPOSED POSITION
EN NET INTELLIGENCE POSITION
0 SPECIFICALLY DESIGNATED INTELLIGENCE POSITION
? NOTE Poolflon con be filled only by moor
IntollIponco P el
POSITION TO BE FILLED BY
[X] CAREER INTELLIGENCE PERSONNEL
0 INTELLIGENCE SUBSPECIALIST
4. PROPOSED QUALITATIVE STANDARDS FOR POSITION
MANDATORY
1. Masters degree in International
Relations, Political Science, Area
Studies, Government, Geopolitics,
or Political Geography.
2. Graduate of Army War College.
3. Graduate of Defense Intelligence
School Advanced Course.
4. A minimum of 2 years experience
in intelligence at a unified level.
5. security
clearance(s).
1.
DESIRABLE
Doctoral degree in International
Relations, Political Science, Area
Studies, Government, Geopolitics, or
Political Geography.
2. Graduate of National War College.
3. Previous intelligence experience in
area at Departmental or
higher level.
4. Previous Joint Staff experience other
than J-2.
5. Command duty in 05 or higher grade.
Woo rovors? olds If oddIflonol opec? I n?cifssacy)
5. ACTIVITY'S APPROVAL (Title.nd SISna,u.)
A. 0. Kay, M/G J2
DIA PORN 92 FEBRUARY 1964
C 3 8010
Atch #8
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STAT
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Appro
App
ed FarelitelftagnaP4M is" A? 6..-' . 6. 41?.: y : ? .;14 . - -
UNCLASSIFIED , CONFIDENTIAL SECRET
CENTRAL INTELLIGENCE AGENCY
OFFICIAL ROUTING SLIP
TO
NAME AND ADDRESS
DATE
INITIALS
1
DDCI ' "
DOC
C--..
2
ER
3
4
5
6
ACTION
DIRECT REPLY
PREPARE REPLY
APPROVAL
DISPATCH
RECOMMENDATION
COMMENT
FILE
RETURN
CONCURRENCE
INFORMATION
SIGNATURE
Remarks:
Re DDCI note..." I will want to see reply
prior to dispatch..." Please see D/Pers Memo ,
ExDir suggesting this be done informally. On
28
handled
To
April I went
satisfactory?
papers
we
to DIA and
dtd 21 Apr
know who is
this informally.
2: Suggest you file
and 27 March,
the office of
Is this
only the
as long as
record.
FOLD HERE TO RETURN TO SENDER
FROM: NAME. ADDRESS AND PHONE NO.
DATE
.avee--For--Relea
L.:10 A -: 9 ? :0:0 676R
OD511 is, t
UNCLASSIFIED 111. CONFIDENTIAL
SECRET
Ontr. 237 Use previous editions
U. S. GOVERNMENT PRINTING OFFICE
(40)
rIS fl?Sn7111,
_2
12-2