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AUG 2010

Information Dominance Corps Intel Detailer Brief. AUG 2010. IDC Command and Leadership Screen Board. Objective: Identify the best and fully qualified IDC officers to serve in key leadership positions. Process: A formal administrative board approved by Commander, Navy Personnel Command

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AUG 2010

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  1. Information Dominance Corps Intel Detailer Brief AUG 2010

  2. IDC Command and Leadership Screen Board • Objective: Identify the best and fully qualified IDC officers to serve in key leadership positions • Process: A formal administrative board approved by Commander, Navy Personnel Command • Screen for CDR Operational Leadership, CDR CO, CAPT CO • First Board convened13 Sep 2010 • Second Board convened 12 Sept 2011

  3. Comprehensive Cross-Detailing Task • Develop cross detailing options to broaden the experience of officers within the Information Dominance Corps • End State: Deliberately managed and executed cross-community assignment process for IDC senior officers • 25 Initial integrated assignments in FY10 • Integrated assignments for future FY’s under development NPC Formal Screen Board (CO, XO) IDC Flag Panel NPC Cross Detailable Billets Identified Slate Distribution Execution IDC Officer Pool

  4. Challenges Fiscal constraints may affect orders release timeline (as little as two months prior to detach) Decreased ability to move people early, waive paygrade requirement or “doublestuff” Inventory constraints – not enough 1830s to fill all requirements Opportunities Establishment of the IDC Increased deployment requirements (ashore / afloat) Challenges and opportunities shape billets offered Reduction in overseas billets COCOMs manned @ 85% Time on station (TOS) strictly enforced (Op Lead, promotion exceptions) Current Detailing EnvironmentChallenges and Opportunities

  5. Intelligence Officer Manning FY11 1830 Requirement (OPA): 1,669 billets Current Inventory: 1830 Intelligence Officers (95%) Lieutenant Junior Grade 185 ( 93%) Lieutenant 506 (93%) Ensign 189 (99%) Flag 7 (140%) Lieutenant Commander 401 (97%) Captain 89 (87%) Commander 214 (91%) CWO: 24 (OPA 29, 83%) LDO: 28 (OPA 35, 80%)

  6. Overall Billet Distribution Location Billet type OCONUS Sea 5% Student 5% Other Navy 35% CONUS Shore 63% CONUS Sea 21% Sea duty 26% JDAL Joint (JD-coded) 15% Overseas Shore 11% Other Joint 19% Data as of 30 Dec 2011

  7. OPNAV validated missions transition to PCS move OSAs will be handled through normal detailing channels 1830s encouraged to complete either an IA (from shore duty) or an OSA prior to Operational Leadership screening (O5) OSAs are 12 to 17 months Service members PCS to Expeditionary Combat Readiness Center (ECRC) Norfolk or San Diego and deploy forward via ITDY for training and deployment One Year OSAs are given the same benefits of one-year unaccompanied overseas tours Overseas Contingency Operation Support Assignments (OSAs)

  8. AF/PAK HANDS • Unique opportunity to provide in-depth analytical and cultural expertise to COIN mission in Afghanistan • Assignments include in-depth language and cultural training followed by two one-year rotational assignment forward to AFG or PAK

  9. Operational Leadership Duty Operational Leadership Duty = Milestone Duty Job performance versus job type is key to progression Leadership tours key to demonstrating core competencies Initial Tour – Learning Intel in the operational environment Mid-Career – Leading intelligence within a core competency O-5 – Leading intelligence across core competencies/warfare disciplines LT and LCDR Duty is equivalent for promotion purposes 52% go as LTs, 48% go as LCDRs If you go early, you must remain competitive CDR duty requires Operational Leadership screen Most CDRs conduct sea duty as early to mid-grade O-5s

  10. LT Operational Leadership DutyBillet Distribution Goal: Lead Intelligence within a core competency 76 total LT billets

  11. LCDR Operational Leadership Billet Distribution Goal: Lead Intelligence within a core competency 70 total LCDR billets

  12. Senior Operational Leadership Billet Distribution Goal: Lead Intelligence across core competencies OSA 1 Acquisitions 3 NSW 2 JSOC 2 CVN IO 11 Fleet N2A 5 CTF 2 CSG N2 10 ESG N2 4 CSFT 2

  13. Graduate Education and Fellowships LT grad ed options Naval Postgraduate School — master’s degree, JPME I Area Studies, HLD, Space Sys Ops, Info Sys, JC4I, SOLIC National Defense Intelligence College (NDIC) Masters Of Science in Strategic Intelligence (5 quotas) LCDR grad ed options Service Command and Staff colleges — master’s degree, JPME I Limited quotas so explore non-resident options CAPT and CDR grad ed options Senior Service Schools, NDU — master’s degree, JPME II (7 quotas) As of Nov 2009, JPME I is a prerequisite for Senior Service schools Other graduate programs and fellowships Olmsted Scholarship, Pol-Mil Masters Federal Executive Fellowship, Legislative Fellowship, SECDEF Corporate Fellow, CNO Strategic Studies Group Check NPC homepage for latest information and relevant NAVADMINs

  14. 1830 Attaché Locations China x 2 Hong Kong x 2 Japan Singapore Azerbaijan Panama x 2 Israel Taiwan Fiji United Kingdom 1830 Attaché Opportunities Norway Finland Spain Germany France Russia Italy Croatia Malta Greece Significant time commitment (3.5 to 4.5 years) Competitive selection process Must plan ahead (interview one year prior to training start) Must have completed mid-career (LT/LCDR) Op Lead assignment Detailer must “tour release” you to apply

  15. Detailing Triad Needs Of The Navy The Goal Desires Of The Officer Officer Qualifications / Career Needs

  16. Detailing Today Community Guidance Navy Policy & NPC Business Rules The Goal Officer’s Desires Inventory Realities

  17. Advancement Criteria • Good to have at any rank: • Competitive (group of five+) • OSA / Individual Augmentation • Washington, DC • Joint Experience & JPME I & II • Graduate education • Overseas tour • Waterfront • Navy Staff Required: Op Leadership (1 tour) Recommended: Competitive tour LCDR Required: Operational Leadership (2 tours) Recommended: Competitive tour; Diversity; Joint experience CDR Required: Operational Leadership (3 tours) Recommended: Competitive tour; Diversity; Joint experience; DC Tour CAPT

  18. Competitive Tours Number of 1830’s in “Hard” Breakout Degree Of “Hard” Breakout (P, MP, EP) Trait Grades: Deviation From The Mean Speed Of Breakout Degree Of Shadow Breakout “Perceived” Job Complexity Reporting Senior Career Benefit Max Degree of Impact Significant Moderate • Strongly recommended before CDR • Navy and Joint • Most 1830 jobs are 1 of 1 • Multiple smaller breakouts may offset one large competitive tour • Many roads to same objective: • Starting at the bottom: expectation • Progression and sustained superior performance are key • Board members will notice: • Changes in rank • New to a command • Limitations of the FITREP process (limited # of EPs, etc)

  19. Joint Qualified Officer DoD certification of significant Joint experience JQO = JPME I + JPME II + JD1 / Joint Tour (E-JDA) JPME Phase I (NPS, War Colleges, correspondence) JPME Phase II (JFSC, NWC-Senior Course) JD1 or LCDR and above billet in Joint Command = 36 mo tour JQO is important Required for promotion to flag or to fill JD2 billets JD2 billets normally are high profile jobs (JIOC CO, DO, etc.)

  20. Intelligence Detailing When to make contact Nine months for follow-on normal duty 12~18 months for NPS, war college, attaché, co-lo, EFM, GSA Checklist before you make contact Think about medium- and long-term career goals Talk with 1830 senior mentors Check the 1830 alpha roster and billet list as a guide ORDERS PREFERENCE SHEET IS ON THE NPC WEBSITE Email is best for first comms – then call Identify special situations (mil. spouse collocation, EFM) Be brief, be concise, be flexible

  21. Intelligence Detailing Inventory shortfalls do not allow us to fill all billets In most cases we fill shore commands at 75-85% Billets may be “open” but not “available” Subspecialty Detailing Guidance Admin and Stat Boards value diversity of experience 1830s will not complete back-to-back specialized tours 1830s with NSW support tours will be assigned to traditional follow-on assignments to ensure critical skills are widely distributed Expect to be offered billet options in accordance with the established Intelligence career path If you are thinking about resigning or retiring, check NPC website first for eligibility and FAQs Acceptance of orders on the phone or via email is binding

  22. Closing Comments Serve on a Selection Board Contact your detailer to be a Member (O5/O6) or Recorder (O4 and below) Encourage Fleet Sailors to apply for Commissioning OCS, LDO / CWO, STA-21 Write down a timeline for your career – mentor others Consider selection board timing, desired tours, etc. Visitors to Millington are welcome!

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