1. Information Dominance Corps Intel Detailer and Community Update
JAN 2012
Information Dominance Corps
Intel Detailer and Community Update 1

2. Intelligence Community
Who We Are and What We Do:
The nation’s oldest intelligence organization operating under National Intelligence and Service authorities
We study adversaries so that we can:
Predict their actions…and advise our Commanders
Locate their forces…and inform our Fleet
Defeat their systems…and preserve our freedom of action
We look for emerging threats so that our leaders can equip the fleet and be ready for the future
How We Do It:
Penetrate the adversaries’ planning and decision cycles
Collect, fuse and analyze information from multiple sources
Leverage the capabilities of the Intelligence Community

3. Intelligence Officer Career Progression
Career Path
SWO (INTEL)
Option
Trng
Initial Op/Sea Duty
Shore Duty/ School/Other Operational
O3/O4 Milestone
Competitive Shore or Attaché
School
O5 Milestone and/or Command
Competitive Shore or Attaché
Other Operational Staff
O6 Milestone and/or Command
Major Staff N2/J2/Director
Sequential Navy/Joint Command
Lateral Gains
POCR/Lat Xfr/LDO On-Ramp
CDR M/S SB
CDR CMD SB
CAPT M/S SB
CAPT CMD SB
Typical Billets/Quals
CVN/CAG
Intel Center
Amphib
JPME
NSW
NPS
FID/FIAF
CVN/CAG
Intel Center
Amphib
COCOM
NSW
JPME
NECC
NPS
FID/FIAF
Attaché
CVN/CSG
Intel Center
ESG
COCOM
NSW
OPNAV
# FLT
Attaché
#FLT N2
Joint Intel Ctr CO
Staff N2
Navy Intel CO
ONI CO
Theater J2
Major Staff N2
Continuing Education
Masters Degree and JPME I/II
Intel Center = CNO/IP, ONI, DIA, JIOC
NGA, NSA, JIATF

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

5. Detailing Myths Your Pet Chinchilla has a say in where you go……..
Time on station is just a suggestion…it’s easy to move me after 12 months.
The Detailers have a secret list of jobs not displayed on the billet list.
Detailers know board results well in advance of the Official NAVADMIN.
I will go to a large Intelligence center BUT NO WATCHFLOOR………..
Unrealistic training request are automatically approved……….
Don’t tell the Detailers what you really want they enjoy dragging it out of you.
My son is a professional Lego builder and to move us would negatively impact his training regime.
I just spent a ton of money on my pool…you can’t move me!
I know I am a Commander but surely you can place me in an Ensign Billet in Norfolk/San Diego/ Mayport / Tampa for my 9th consecutive tour right?
Going underground to hold out for a last minute PRD extension or Job opening is a good Idea…. 5

6. Classic Detailing Triad
Needs Of The Navy
The Goal
Desires Of The
Officer
Officer
Qualifications /
Career Needs 6

7. Detailing Today The Goal Navy Policy & Community NPC Business Guidance
Rules
The Goal
Officer’s
Desires
Inventory
Realities 7

8. Overseas Contingency Operation Support Assignments (OSAs)
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 8

9. 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

10. Operational Milestone 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
O-6 - Leading the IDC in critical assignments
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
CAPT/CDR duty requires Operational Milestone screen
Most CDRs conduct sea duty as early to mid-grade O-5s 10

11. LT Operational Leadership Duty Billet Distribution
Goal: Lead Intelligence within a core competency
76 total LT billets 11

12. LCDR Operational Leadership Billet Distribution
Goal: Lead Intelligence within a core competency
70 total LCDR billets 12

13. Senior Operational Leadership Billet Distribution
Goal: Lead Intelligence across core competencies
OSA 1
ACQUISITIONS 2
NSW 3
CVN IO 11
JSOC 2
FLEET N2A 6
CSG N2 9
CTF 3
CSFT 2
ESG N2 4 13 13

14. Graduate Education and Fellowships
LT grad ed options (limited quotas)
Naval Postgraduate School — master’s degree, JPME I
National Intelligence University (NIU)
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

15. 1830 Attaché Opportunities
1830 Attaché Locations
1830 Attaché Opportunities
India
Norway
Finland
Germany
France
Russia
Italy
Croatia
Chile
China x 2
Greece
Japan
Singapore
Azerbaijan
Panama
Israel
Taiwan
United Kingdom
Malta
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

16. Competitive Tours 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)
Degree Of “Hard” Breakout (P, MP, EP)
Number of 1830’s in “Hard” Breakout
Speed Of Breakout
Trait Grades: Deviation From The Mean
Reporting Senior
“Perceived” Job Complexity
Degree Of Shadow Breakout
Career Benefit
Degree of
Impact
Max
Significant
Moderate
Pending changes will lead to increased opportunities for competitive assignments. 16

17. Advancement Criteria Good to have at any rank: LCDR CDR CAPT
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 17

18. Promotion Considerations
“Sustained Superior Performance”
Competitive Tours
Perceived Job Complexity
Job and Geographic Diversity
Operational Exposure
BOTTOM LINE : All of the above help a board select “Best and Fully Qualified” personnel
Promotion Precepts are fairly stable and 18

19. Promotion Opportunity and Flow Point
Inventory chasing OPA drove LCDR and CDR to top left quad for five years
FY13 plan slowed promotions to correct for loss of OPA
Anticipate FY14 to be closer to centerline opportunity and flow point for all grades
DOPMA
DOPMA

20. IDC Command and Milestone 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
Third Board August 2012
Fourth Board 9 – 13 September 2013.

21. 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.) 21

22. Intelligence Detailing
When to make contact
Nine months for follow-on normal duty (O4 and below)
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 billet list as a guide
ORDERS PREFERENCE SHEET IS ON THE NPC WEBSITE (O4 and below)
is best for first comms – then call
Identify special situations (mil. spouse collocation, EFM)
Be brief, be concise, be flexible 22

23. Intelligence Detailing
Distributable 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
1830 back-to-back specialized tours will be handled on case by case basis.
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 is binding on the members part. 23

24. 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
Write down a timeline for your career – mentor others
Consider selection board timing, desired tours, etc.
Visitors to Millington are welcome! 24

25. BACK UP SLIDES

26. Intel FY10-13 Accessions Accessions Source FY10 Quotas FY10 Actual
USNA 2 5 8 9 10
ROTC 1
STA-21 4 6
OCS 63 64 56 41 48 50
Merchant Marine
Indefinite Recall 13 12
Interservice Transfer
Attrites 14 15 42
Lat Transfer Board 30 20
Executed Options
TOTAL
127
115
105
108 88 91
123
* FY (DRAFT as of 26SEP12)

27. Intelligence (1830) LOS Chart

28. Lanes in the Road Detailer OCM Placement Distribution of personnel
Management of individual careers
OCM
Accessions, promotions, retention, overall inventory, authorizations (billets)
Placement
Command advocate. Articulate command requirements to IDC and URL detailers.
Adherence to NPC Distribution Guidance (manning fill rates/ nominative process).
Coordination of enroute training quotas.

29. PERFORMANCE SUMMARY REPORT
TOTAL NUMBER OF LT
REPORTS THIS REPORTING
SENIOR HAS WRITTEN
TO DATE
INDIVIDUAL TRAIT AVERAGE
SUMMARY GROUP
TRAIT AVERAGE
REPORTING SENIOR
CUMULATIVE AVERAGE
Recorder: NOB reports are indicated with dashes across the PSR. A member can receive three graded traits and still receive a NOB.
NOB REPORT