SUBJECT: Implementation of Army Occupational Guides (AOGs) for the Intelligence Specialist Series, GS-132, and for Scientific and Technical Positions in Intelligence Production

1.References:

a. AR 690-13, CIPMS Policies and Procedures, 30 September 1990.

b. DAMI-CP Memorandum, Subject: Guide to Classifying General Schedule (GS) Positions in the Civilian Personnel Management System (CIPMS) and Implementation of CIPMS Primary Grading Standard (PGS) for Supervisory/Managerial Positions, 11 June 1990.

2. As provided in Reference 1.a. above, the Director of Civilian Personnel, Office of the Deputy Chief of Staff, Personnel, and the Assistant Deputy Chief of Staff, Intelligence (Administration), Office of the Deputy Chief of Staff, Intelligence have approved two major sections (Operations and Production) of the GS-132 AOG and the Multi-Series Guide for Scientific and Technical Positions in Intelligence Production. The AOGs are issued as Appendix D and F to Reference 1.b.

3. The guidelines established in References 1.a. and b. above state that the AOGs are to be applied within 120 days of receipt. An exception to this rule is made for application of these two AOGs due to the heavy concentration of the covered positions. Under this exception, all locations must apply the AOGs within l80 days of receipt.

4. The AOGs were field tested from September through December, 1990, and the results studied carefully before the final guides were completed. The test results and implications are discussed in Enclosure 1. Primary importance in the implementation of the AOGs will continue to be active position management. Experience with the GS-1701/1712 AOG has shown that such action results in less cost and better organizational structures.

5. Committees with both functional and personnel representatives developed the AOGs separately. As a result, the format and styles differ from each other to some extent, although the major areas of discussion do not. Two additional sections of the GS-132 AOG are currently under development or review: the Intelligence and Threat Support section and the Combat Development section. The GS-080 Security Administration AOG should be completed for implementation soon.

6. MACOM/IRA/FOA involvement during the field testing is greatly appreciated. All comments and data were read and considered. The point of contact for these AOGs is Mary Tanzer at PERSCOM (TAPC-CPP-I), DSN 221-8720 or Commercial (703) 325-8720.

DENIS R. GRAFFUM

Director, Intelligence

Personnel Management Office

4 Enclosures

4. Corrections and Changes

DISTRIBUTION:

COMMANDER-IN-CHIEF

U.S. ARMY, Europe and Seventh Army

COMMANDER

EIGHTH U.S. ARMY

FORCES COMMAND

U.S. ARMY MATERIEL COMMAND

U.S. ARMY TRAINING AND DOCTRINE COMMAND

U.S. ARMY INFORMATION SYSTEMS COMMAND

U.S. ARMY WESTERN COMMAND

U.S. ARMY CORPS OF ENGINEERS

U.S. ARMY MILITARY DISTRICT OF WASHINGTON

U.S. ARMY HEALTH SERVICES COMMAND

MILITARY TRAFFIC MANAGEMENT COMMAND

U.S. ARMY INTELLIGENCE AND SECURITY COMMEND

U.S. ARMY SOUTH

U.S. ARMY STRATEGIC DEFENSE COMMAND

SIXTH U.S. ARMY

U.S. TOTAL ARMY PERSONNEL COMMAND

SUPERINTENDENT, U.S. MILITARY ACADEMY

CF:

HQDA (DAMI-ZD)

HQDA (DAPE-CPE)

MACOM Career Program Managers

MACOM Civilian Personnel Directors

Activity Career Program Managers

ALL OPERATING CIVILIAN PERSONNEL OFFICES

1. Section A of the GS-132 AOG applies to Intelligence Specialist Positions in Operations:

a. The test results of this section indicated that approximately one-third of the positions were upgraded by one grade level. A variety of factors caused certain upgrades, and implementation will call for accurate Job descriptions, sound position management and prudent Judgment, including use of the "partnership" between personnel and managers to ensure accurate position classification.

b. There were no major adjustments from the draft tested to the final section for Intelligence Operations. The majority of respondents supported the section as written. Several issues raised in comments will be addressed and clarified through supplemental classification guidance; however, there were no negative trends significant enough to delay the release of the final AOG section for implementation.

2. Section B of the GS-132 AOG applies to Intelligence Specialist Positions in Production:

a. Over 20% of the approximately 250 positions covered by this section were tested. The results indicated a good match tot the Primary Grading Standard. Approximately 24t of the positions tested indicated an upgrade of the position. One of the major reasons-cited was the lack of current, accurate job descriptions. In addition to position management concerns, new Job descriptions will need to be a priority in the application of the section.

b. As a result of the comments, the draft was changed in several areas. Additional material was added for Foreign Materie1 Acquisition and Exploitation, for Indications end Warnings, and for the nature. of intelligence research. Further guidance was given on using the AOG. functional coverage of Staff Officer and Collections Requirements Management for positions outside the GS-132 series (for example, scientific and technical positions).

3. The Multi-Series Guide for Scientific and Technical Positions in Intelligence Production applies to most scientific and engineering series in production as well as to many GS-132 positions:

a. Over 15% of approximately 450 covered positions were tested. The results and comments indicated a good match to the Primary Grading Standard. However, particular care needs to be given to Job description accuracy and position management at the GS-14 level and above.

b. The comments to the test indicated a need for additional material. Guidance on series decisions was added as well as more detailed definitions, more examples in design and modeling, and refinements of the senior expert grade band.

4. In addition to the AOGs, three changes are attached. The first change adds the new appendices to the Table of Contents for the CIPMS Guide for Classifying GS Positions. The second change corrects the point levels for Factor E of the Primary Grading Standard, Part 3, replacing pages 37 and 38. The third change removes word "Intelligence" from the official title for Training Instructors in the GS-1701/1712 AOG. This parallels the title for Training Specialist and the parenthetical "Intelligence" titling in Part 2 of the AOG.

Part II

PART I

CONTENTS

Section A

Series Definition

Official Title

Career Path

Section B

General Exclusions to the Series

Grade Conversion Table

CIPMS Grade Bands

A. The following information contains the series definition, official titles and career path for the GS-132 Intelligence Specialist which are common to these positions within the Civilian Intelligence Personnel Management System (CIPMS) throughout the Department of Defense.

Series Definition: This series includes positions concerned with advising on, administering, supervising or performing work in the collection, processing, reporting, analysis, evaluation, interpretation, and dissemination of information and/or products on political, economic, social, cultural, physical, geographic, medical, scientific, or military conditions, trends, and forces in foreign areas which directly or indirectly affect the national security. These positions require a basic knowledge and understanding of one or more of the natural or social sciences, engineering or military science, but do not demand, as a primary qualification requirement, the full academic or other formal qualifications of that science (e.g., to be a fully qualified scientist, engineer, economist, etc.).

Official title: The official title for nonsupervisory positions is Intelligence Specialist. Positions which meet the definition of supervisor/manager are titled Supervisory Intel1igence Specialist. Parenthetical titles may be used as part of the official title as specified in the appropriate section of Part I I.

Career Path: Positions in this series progress as described in the Professional-Administrative Career Path in the Primary Grading Standard.

B. The following information supplements the above discussion to aid in the series determination and classification of Army positions.

1. General exclusions to the series:

a. Positions requiring as the primary qualification requirement full academic or other formal qualifications of sciences or engineering. Such positions will be classified to the appropriate series such as GS-855 Electronics Engineering Series, GS-1310 Physics Series, etc. (Positions in these series within intelligence production are discussed the Scientific and Technical Intelligence Production AOG.)

b. Positions which require knowledge of the principles, concepts, policies, practices and methods of security administration. Security administration functions covered are automation, disclosure, industrial, information, operations, personnel, physical and technical security. Such positions are classified by application of the AOG for the GS-080 Security Administration Series.

c. Positions which involve administering, managing, supervising, or performing intelligence education or training when the primary requirement of the position is professional or administrative knowledge of, or skills in, education or training processes, and where the primary function or mission of the organization in which the position is located is tied to the intelligence education field. Such positions are classified by application of the AOG for the GS-1701/1712 Intelligence Education and Training Series.

d. Positions performing professional-administrative two-grade interval kinds of work supportive to the intelligence mission (for example: GS-343, GS-560, GS-1040, GS-1102, GS 1410, etc.). Such work is classified in the specific series for the work performed, and evaluated by the appropriate OPM position classification standard.

e. Positions which involve performance of technician work in support of professional -administrative programs. work requires application of a practical knowledge of procedures, techniques, rules and methods of the work supported. These positions typically perform one-grade interval work and are classified in the specialized series that best fits the type of work supported; for example, GS-134, GS-086, and GS-1702 series. Grade level criteria are provided by reference to the OPM position classification standard provided for the series.

f. Positions that involve-performance of clerical work directly in support of an office or program. Such work requires knowledge of office clerical procedures and requirements to process transactions, maintain records, and compile information auxi1iary to the office. These positions perform one-grade interval work and are typically classified in the Secretary (GS-318), Clerk-Typist (GS-322), or other similar series that best provides a recruitment source. The work is evaluated by reference to the OPM position classification standard for series.

g. Positions which serve as student trainees at the pre-professional level are coded to the appropriate GS-XX99 series.

2. Grade Conversion

a. The grade conversion chart on the following page is copied from the Primary Grading Standard for Non Supervisory Positions. It is for use in converting total points to grade levels for positions graded by this guide.

b. The grade band chart following the grade conversion chart illustrates the normal CIPMS grade bands. is copied from AR 690-13, and was used in forming the grade band descriptions in Part II.

CIPMS GRADE CONVERSION TABLE FOR NONSUPERVISORY POSITIONS

This chart converts total point values assigned by application of the standard to all non-supervisory positions to grades GS-1 through GS-18.

Intelligence Operations Definition

Definitions of Intelligence Operations Disciplines

Occupational Information for Intelligence Operations

SUBSECTION ONE - FUNCTIONAL CATEGORIES

Operations

Definition

Titles

DISCAS Codes

Operations Support

Definition

Titles

DISCAS Codes

Staff Management

Definition

Titles

DISCAS Codes

Grade Band Descriptions

SUBSECTION TWO - FACTOR DEGREE DESCRIPTIONS

Factor Degree Descriptions for Operations

Factor Degree Descriptions for Operations Support

Factor Degree Descriptions for Staff Management

Intelligence operations are defined as the processes by which single and multidiscipline intelligence needs or taskings are satisfied. Intelligence operations positions are associated with one or more of the following intelligence disciplines: Human Intelligence (HUMINT}, Counterintelligence (CI), Imagery Intelligence (IMINT), and Measurement and Signature Intelligence (MASINT), and Signals Intelligence (SIGINT).

The collection of information and review, coordination, and supervision of collection programs and activities involving human assets.

Information gathered and activities conducted to protect against espionage, other intelligence activities, sabotage, or assassinations conducted for or on behalf of foreign powers, organizations, or persons, or international terrorist activities.

Intelligence information derived from the collection, exploitation, and analysis of imagery by visual photography, infrared sensors, lasers, electro-optics and radar sensors such as synthetic aperture radar wherein images of objects are reproduced optically or electronically on film, electronic display devices or other media.

Scientific and technical intelligence information obtained by quantitative and qualitative analysis of data collected by specific technical sensors. The data are collected to identify distinctive features of the source, emitter or sender, and to facilitate its subsequent identification and/or measurement.

A generic term including communication intelligence (COMINT), electronic intelligence (ELINT), and foreign instrumentation signals intelligence (FISINT). SIGINT refers to the combination of these or to either when the others are not specified.

Intelligence Operations are conducted worldwide to produce information essential to National security. U.S. Army soldiers and civilians assigned and hired to work in Intelligence Operations perform intelligence collection, counterintelligence, and security activities to meet high-level Army and National intelligence information requirements during both peace and war. These Intelligence Operations require daily coordination with many agencies of the government, including the Central Intelligence Agency (CIA), the Drug Enforcement Agency (DEA), Department of Transportation (DOT), Federal Bureau of Investigation (FBI), and the Departments of State, Justice, and Defense. When collection operations or collection products address matters of interest at the Defense or National level, close coordination is arranged with the Defense Intelligence Agency (DIA), the Central Intelligence Agency (CIA), sister service counterparts, and the Department of the Army Deputy Chief of Staff for Intelligence (DCSINT). Army Intelligence Operations develops information relating to targeted military organizations, operations, support, personnel, research, posture and related topics.

Information gained through Intelligence Operations is acquired by application of developed and highly refined trade craft, knowledge of functional and geographic areas including in many cases, expertise in electronic engineering, security, people and communications skills, and foreign languages. Depending on the targeted source or the contacts necessary to develop the information, the Intelligence Specialist in Operations might use knowledge in many disciplines to establish and exploit information sources.

Intelligence requirements compete for limited collection resources. All-collection operations are conducted in response to validated requirements for the production of finished intelligence. Due to limited collection resources these requirements are prioritized. Intelligence needs might be considered single or multi-discipline, in which case, the coordinated efforts of Intelligence Specialists from two or several of the Intelligence Operations disciplines might have a role.

There are five distinct Intelligence Operations disciplines: Human Intelligence (HUMINT), Counterintelligence (CI), Imagery Intelligence (IMINT), Measurement and Signature Intelligence (MASINT), and Signals Intelligence (SIGINT).

Subsection One contains the following:

1. Definitions of three functional categories within which individual intelligence operations positions may be placed; i.e., Operations, Operations Support, and Staff Management.

2. Position titling guidance for each of the three categories. Note: Positions classified to the same parenthetical functional title typically share a common functional orientation; however, such designations do not constitute a career ladder or restrict movement of incumbents between jobs of different parenthetical titles.

3. The DISCAS codes which correspond to these functional categories are also provided.

4. Grade band definitions, which may be applied generically to all of the three functional categories.

Subsection Two illustrates Factor Degree Descriptions which correspond with the five factors of the CIPMS Primary Grading Standard (PGS). The Factor Degree Descriptions are grouped by each of the three functional categories: Operations, Operations Support, and Staff Management.

Position classification guidance identified herein relates to the nonsupervisory career path. The grade level criteria in Section A must be applied in conjunction with the PGS and in accordance with the principles and procedures described in the CIPMS Classification Procedures Guide for GS Positions.

The use of the term Professional in this section does not imply the requirement for an academic credential, or a positive educational requirement.

Definition: This function consists of those activities which have as their primary purpose the collection, processing, exploitation, analysis and reporting of information which can be converted into useable intelligence, to include preventing and neutralizing foreign intelligence efforts. Note: The term "operations" is one of three functional designations within the overall framework of "intelligence operations;" the latter is a generic concept, reference the preceding definition.

Titles: The primary functional title, Intelligence Specialist (Operations), is the only authorized official title. Secondary titles, which are not authorized as official titles but may be used as an inclusion to the job description, are identified as follows:

Operates digital and analog processing, measuring, and display equipment to perform in-depth technical analysis or transcription functions, for the purpose of reporting on significant activities, technical trends or anomalies of the target environment against which a collection station is tasked.

Performs all activities related to the review, validation, registration, coordination and conduct of Offensive Counterintelligence Operations (OFCO), involving the neutralization of such efforts.

Serves as an intelligence officer, specifically trained in Human Intelligence methodology, who is immediately responsible for all aspects of an intelligence operation. Directs, supports or participates in the management and control of the activities of human sources.

Serves as an intelligence officer who applies techniques of elicitation, debriefing, interrogation, and interviewing in a systematic manner through direct/indirect questioning to obtain information of intel1igence value.

Performs exploitation and analysis of all-source imagery utilizing the techniques of imagery interpretation by employing electronic, mechanical, and optical devices to obtain information and prepare intelligence reports.

Plans, programs, coordinates and conducts tactical, strategic and national surveillance and reconnaissance operations utilizing organic, nonorganic and other service assets; serves as a systems operator for imagery systems.

Operates electronic surveillance, measurement, or processing equipment at strategic operational stations against targets tasked by appropriate authority. Using appropriate real time displays, identifies basic signals of interest (SO1) by evaluating external characteristics such as radio frequency, modulation type, modulation rates and other transmission characteristics. Records SOIs as appropriate for in-depth analysis and reporting.

Conducts and/or oversees investigations concerned with alleged or suspected offenses against the laws of the United States, determining compliance with laws and regulations, or individual suitability for access to classified national security information. These include the following types of investigations: personnel security, deliberate security violations, subversion and espionage, technical surveillance, and polygraph examination.

Serves as an intelligence officer who is accredited by his/her government to represent that government in the exchange and/or discussion of intelligence.

Performs work involving one or more intelligence disciplines which require the technical direction, coordination, and conduct of operations.

Operates hand-held, non-portable, or fixed-site MASINT/TECRAS equipment. Performs preliminary analysis of collected data and writes spot reports as required.

Senior operator responsible for the conduct of specific operations or activities of indefinite duration.

Common codes associated with HUMINT include:

Common codes associated-with CI include:

Common codes associated with IMINT include:

Common codes associated with MASINT include:

Common codes associated with SIGINT include:

Codes which may apply to more than one intelligence discipline include:

Definition: This function involves work that requires the primary application of intelligence principles in concert with a practical knowledge of a non-intelligence field to provide direct technical mission support.

Note: Work in Operations Support incorporates characteristics closely related to series which are different from Intelligence, GS-132. For example, work found in the professional/administrative intelligence support occupations such as management analysis, program analysis, resource management, budget, supply, and the like may be applied in carrying out the intelligence function.

The distinction between work in Operations Support in the Intelligence Specialist Series, GS-132 and work in the non-intelligence series is that the predominating emphasis is on the intelligence which must be accomplished. While additional knowledges found in other series may be required to accomplish Operations Support, the predominant knowledge and primary qualifications required are in the intelligence subject matter. Positions involving this blend of knowledges should be classified in the Intelligence Specialist Series, GS-132 for Operations Support.

Titles: The primary functional title, Intelligence Specialist (Operations Support), is the only authorized official title. Secondary titles, which are not authorized as official titles but may be used as an inclusion to the job description, are as follows:

Performs direct support to the operating field element, such as reports review, operational coordination, interface of operations to management, and collection capabilities and requirements to facilitate research and planning.

Serves as subject matter expert who applies technical guidance essential to successful mission accomplishment at all levels in the areas of operations, technology applications, capabilities, requirements, threat, and other appropriate subject areas.

(The following are in addition to applicable intelligence codes)

astronomy/space science

budget administration

cartography

electronic technician

film/photographic files

liaison

meteorology and climatology

photographic service specialties

(electronics physics)

supply specialist, general

technical information specialist

translation

Definition: This function refers to work involving the oversight, policy development, planning, direction, program management, evaluation, and coordination required to execute intelligence programs.

Titles: The primary functional title, Intelligence Specialist (Staff Management), is the only authorized official title. A secondary title, which is not authorized as an official title, but may be used as an inclusion to the job description, is Staff Officer. (This title is appropriate for Staff positions involving single or multi-intelligence disciplines.)

Staff Officer is defined as follows: provides staff oversight, advice, and assistance concerning intelligence policies, programs, and projects; directs, plans, coordinates, monitors, interprets, and evaluates intelligence activities to assure compliance with policy and achieve mission goals and objectives.

command, control and communication

congressional affairs

electronics/physics

foreign disclosure security

intelligence management (plans, programs, resources)

intelligence management (release and disclosure)

intelligence management (research, development, test and evaluation)

liaison

release/disclosure/freedom of information

The four grade bands for Intelligence Specialists are: Entry/Developmental, Full Performance, Expert, and Senior Expert. The typical characteristics of each are described as follows:

Includes grades GS-5 through GS-9

Performs developmental assignments designed to equip incumbent with the knowledge, skills, and abilities required for advancement to the full performance level. Receives on-the-job training, formal courses, and mentoring appropriate to the intelligence discipline studied so as to assure attainment of learning objectives and productive contributions in the work setting. Receives assignments from either higher grade Intelligence Specialists or the supervisor. Supervision is reduced correspondingly as trainee demonstrates progressive understanding and application of relevant laws, regulations, unit standard operating procedures, and methods of operation.

Includes grades GS-10 through GS-13

Performs the full range of duties relating to an intelligence discipline. Exercises a thorough, complete understanding of relevant laws, regulations, policies, and methods in accomplishing intelligence assignments. Provides technical guidance and leadership to lower grade Intelligence Specialists or to officials at subordinate activities. Represents the discipline or unit to which assigned in working groups and committees, as required, from the standpoint of analyzing and evaluating the issues involved, as well as the plans, resources, methods, and coordination needed to achieve objectives. Supervisor provides initial guidance, expectations, and priorities in assigning work and is available to answer questions of a general technical nature. Exercises relative independence in completing assignments, studies or reports which have substantial intelligence value and establish the basis for key decisions and significant actions. Completed products are subject to varying degrees of technical review depending on the complexity and scope of the assignment and acceptability of results obtained.

Includes grades GS-14 and GS-15

Serves as an authority in one or more intelligence disciplines with responsibility to commit the organization to action. Decisions and recommendations typically influence intelligence policies, programs, goals, or priorities of national scope. Technical analyses, evaluations, and resulting decisions or actions are innovative, involve adaptation of conventional methods, and occur in the context of missing, incomplete, or conflicting guidelines. May lead or coordinate multi-team or multi-project efforts which tend to cut across major organizational lines or involve several intelligence disciplines. Assignments may be provided by the supervisor in terms of broad goals to be achieved and desired results; however, many projects are self-generating based on previous results obtained or context issues and problems which surface during the assignment. Projects undertaken are among the most difficult, controversial, and challenging that can be encountered in the intelligence discipline(s). Receives supervision of an administrative nature with little or no technical review.

Includes grades GS-16, GS-17, and GS-18

Establishes or approves broad intelligence policies, programs, or goals which have national or international implications. Integrates policy considerations with necessary planning, resources, and competing priorities in order to achieve intelligence objectives. Serves as the final subject matter review authority for all issues in field of competence. Stays abreast of emerging technologies, trends, and methodologies to advance the state of the art. Oversees and adjusts, as necessary, organizational missions and structure, resource allocations, and other programmatic features to achieve long range goals. Participates with senior policy makers to achieve technical program outcomes, evaluate mission accomplishment, and resolve issues of crucial importance to the intelligence community. Assignments are exercised in terms of global objectives and missions. Exercises broad latitude to initiate or curtail major programs subject only to constraints of law, resource availability, and political impact.

The following examples of factor degree descriptions are provided as a guide for applying sound position classification judgment. The examples correspond to the five factors of the CIPMS Primary Grading Standard and are grouped by each of the three functional categories: Operations, Operations Support, and Staff Management.

Each example illustrates the degree to which a factor may occur in a position for purposes of assigning points. Additionally, though the illustrations tend to be oriented to a single intelligence discipline, each example is only a comparative reference point and may be used to evaluate positions in any intelligence operations discipline.

After completing the point rating process, apply the conversion chart in Part One to arrive at the General Schedule grade.

FACTOR A - ESSENTIAL KNOWLEDGES: This factor measures the nature and extent of information or facts that employees must understand to do acceptable work (e.g., steps, procedures, practices, rules, policies, theories, principles, and concepts) and the nature and extent of the skills needed to apply these knowledges.

Uses basic knowledge of CI principles, methods, and unit mission to conduct investigative activities in support of more senior specialists. Employs basic training and experience in interview and solicitation techniques to participate in the conduct of investigations or to collect information of CI value. Projects are normally of a limited nature with specific expected outcomes which lead to increasing the employee's breadth of knowledge, practical experience, and sharpening of skills.

Exercises thorough knowledge of current SIGINT collection and analysis equipment technology, directives, current tasking data base, as well as accepted analytical techniques and procedural guidelines to independently perform routine operational or reporting functions at a U.S. field station, a remote operational facility, or at the National Security Agency.

Uses comprehensive knowledge of MASINT concepts, principles, and practices to orchestrate deployment of unique sensors. Based on extensive knowledge of threat equipment capabilities, determines scenarios which will optimize collection of data with unique MASINT systems. Develops innovative collection techniques to gain access to perishable targets.

Exercises a mastery of HUMINT theory, doctrine, systems, concepts, laws, regulations, and methodologies to conduct high priority operations which are typically sensitive, urgent, unstructured, pressured, and in a consistently changing environment. Applies highly developed area knowledge (i.e., geographical, sociological, cultural, political, economic, military) and superior interpersonal and negotiating skills in the completion of assignments.

Serves as a subject matter authority within the intelligence community for all aspects of IMINT. Proposes new policies, programs or architectures which result in advancing the state of the art or have profound impact on national imagery collection efforts. The degree of technical expertise and program authority is so extensive as to routinely interface the advanced collection efforts of other disciplines in high priority all-source intelligence collection endeavors.

FACTOR B - GUIDELINES: This factor measures the nature of the guidelines used (e.g., regulations, procedures, precedents, methods, techniques and other guidelines that govern the work) and the degree of interpretation required of these references, including the elements of judgment and originality.

As a trainee, receives detailed formal HUMINT training and on-the-job training to ensure proper application of operational guidelines. Performs limited assignments for a senior case officer in strict compliance with executive orders, DOD, DA, MACOM, and theater directives and regulations. Exercises minimal judgment in applying HUMINT tradecraft in either spotting and developing potential HUMINT operations or in assisting with active operations.

Uses judgment to locate, select, and apply the most applicable features of the Intercept Tasking Data Base and U.S. SIGINT Directives in completing assigned collection, processing, analysis, or reporting functions. Consults additional supplemental guidance as required from Standing Operating Procedures (SOPs) or other written guides and obtains specific information available from mission-managers, operations officers, and senior technical advisors. Minor deviations from standard guidelines may be made for changing work situations.

Applies judgment in evaluating the reliability of human sources and the accuracy of the information they provide. Adapts existing policies and precedents to develop appropriate plan of action. Assesses results or progress and proposes strategies designed to meet the unique requirements of individual cases.

Based on general policies and precedents, conducts research to establish assumptions concerning capabilities and limitations of operational sensors and platforms. Deviates from existing guidelines to obtain desired imagery. Develops new methods and procedures which relate intelligence objectives, target environment, and available resources in formulating the imagery tasking plan.

Applies broadly stated guidelines, such as policy statements and basic legislation, which require extensive interpretation. Uses judgment and ingenuity to interpret the intent of broad policy guidelines such as Director Central Intelligence Directive (DCID) 5/1, Defense Intelligence Agency Manual (DIAM) 58-8 (MASINT Requirements), AR 381-X (MASINT Data Intelligence), and INSCOM PAM 380-7 (MASINT Security Classification Guide), to develop applications to specific areas of work. Frequently the employee is recognized as an authority in the development and interpretation of such guidelines.

Based on a virtual absence of relevant precedents or other guidelines, originates new approaches to detect, identify, investigate, and counter previously unknown signals and devices. Approaches developed serve as mechanisms to advance the state of the art with respect to technical surveillance theory and techniques. Upon discovery of previously undocumented foreign technical threats, initiates exploitation strategies which are unprecedented and highly useful for broad application throughout the CI community.

FACTOR C - SCOPE OF AUTHORITY AND EFFECT OF DECISION: This factor covers the relationship between (1) the nature of the work (e.g., purpose, breadth, and depth of assignment) and (2) the effect of the work products or services both within and outside the organizational element. Effect also measures such things as whether the work output facilitates the work of others, provides timely service of a personal nature, or impacts on the adequacy of research conclusions.

Participates in assigned portions of a personnel security investigation or CI investigation. Initiates telephonic or personal contacts with investigative leads to obtain or confirm routine factual data. Reconciles conflicting data by performing follow-up to obtain clarification. Documents favorable comments about investigative subject in case file, referring ambiguous or derogatory comments to higher grade investigator. Consequence of errors may delay various stages of the investigation.

Makes decisions or recommendations based on definitive MASINT procedures which affect various MASINT operational activities. Occurrence of errors, while not immediately discernable, is typically revealed via technical review of subsequent reports. Errors in application of MASINT principles, methods, and procedures may result in unanticipated delays or require minor, incidental adjustments of resources by other operational activities.

Makes operational decisions based on interpretation of current SIGINT directives, procedures, and tasking of single or multi-mode collection assets. Deviates in accordance with approved local tasking to meet user requirements and current target situation and follows appropriate procedures as established by the mission management office onsite. Errors may result in loss of information which is irretrievable or delays in reporting required information.

Based on tasked imagery requirements, available collectors, and relevant policy, decides which system(s) can best satisfy each requirement with the least impact on overall collection capability. Uses a comprehensive knowledge of Army imagery requirements and technical aspects of imagery collection to provide authoritative advice concerning Army participation or support of key programs; e.g., Technical Exploitation of National Capabilities (TENCAP). Consequence of errors in terms of faulty decisions may result in considerable adverse impact to mission execution.

Serves as focal point in making recommendations and decisions which influence the development and implementation of new SIGINT concepts or programs having significant impact on the intelligence community. Exercises authority to commit major resources and obligate the activity to new directions or substantial courses of action in fulfilling broad intelligence objectives or policies. Decisions, recommendations, or commitments may result in program adoption, modification, or cancellation.

Applies the full range of HUMINT knowledge and skill in making recommendations and decisions which directly affect achievement of the Army's HUMINT mission and/or impact the overall DOD HUMINT mission. Exercises this authority, limited only by established policy and vague precedents, to commit an organization to an operational course of action. Based on unsurpassed degree of technical acumen, is frequently called upon to advise and consult on key committees at higher echelon, devise or modify new or existing program policies and regulations, and evolve the state of the art. Consequences of errors in judgment would potentially cause irreparable harm to the interests of the U.S. government.

FACTOR D - WORK RELATIONSHIPS: This factor includes contacts with persons not in the supervisory chain, and is based on what is required to make the initial contact, the difficulty of communicating with those contacted, and the degree to which the employee and those contacted recognize their relative role and authorities, Purpose of the contacts ranges from factual exchanges of information to situations involving significant or controversial issues and differing viewpoints, goals, or objectives.

Regular contacts are for the purpose of collecting information or researching a subject such as the skills, techniques, and methodology used in the exploitation of imagery. Information sought is considered common knowledge within the parent agency and is neither controversial nor open to interpretation.

Provides or obtains MASINT information relative to collection team members and sensor operators in order to define and interpret specific physical and technical parameters which may have been obtained by non-machine means (e.g., visual observation). Discusses meaning of parameters in order to share or coordinate information useful to the collection effort and to assure conformity with regulations.

Discusses unique SIGINT operational problems and needs of the organization in order to satisfy collection requirements. Infers and explains implications of specific technical issues and proposed solutions, to include rationale, in order to gain acceptance of recommendations. Assesses and communicates consequences of competing alternatives in order to receive favorable consideration of view presented.

Establishes and maintains person-to-person work relationships in order to discuss new or changed MASINT policy matters. Anticipates program effects and provides authoritative advice in order to win wide acceptance and cooperation. Networks with concerned intelligence officials to assure proper coordination in support of MASINT programs as they evolve or otherwise undergo significant change.

Conducts direct coordination with senior members of host nation CI agencies and commands to secure support for investigations involving local nationals in conjunction with ongoing U.S. CI activities. Develops personal contacts at the highest levels which are critical to successfully completing extremely sensitive CI operations, defining and clarifying any differences i n foreign versus U.S. CI policy or legal mechanisms for obtaining necessary approvals. Interpersonal work relationships have the effect of fostering cooperative CI programs which are mutually beneficial to the U.S. and host nation.

FACTOR E - SUPERVISION RECEIVED: This factor covers the nature and extent of direct or indirect controls exercised by the supervisor, the employee's responsibility, and the methodology for reviewing completed work.

Supervisor or higher grade specialist provides specific, detailed instructions for all new MASINT assignments, to include nature of the collection requirement, historical documentation, lessons learned, and recommended approach. Employee works as instructed. Superior remains available to answer questions regarding basic topics; e.g., familiarizing employee with the operational characteristics of equipment essential to collect information of MASINT value. Completed work is reviewed for accuracy, adequacy, timeliness, and compliance with established MASINT procedures.

Performs HUMINT operational tasks which are highly defined and closely supervised. Applies basic knowledge of HUMINT in recommending proposed changes to the design, planning, and completion of specific operational tasks, subject to supervisory approval. Products are reviewed for completeness and understanding of the basic methodology, procedures, tradecraft, directives, and regulations pertaining to HUMINT.

Supervisor assigns security investigation cases by providing the general approach to be taken, outlining the employee's scope of responsibilities, priorities, and deadlines. Employee independently develops strategy for acquiring the needed information, to include preparing an investigation plan, evaluating information obtained from records checks, and identifying areas for further investigation. Superior is consulted when unusual or controversial situations arise. Completed products, such as final reports, are reviewed for internal consistency and validity of conclusions reached.

Case officer receives assignments from supervisor in terms of general technical objectives and mutually desired deadlines. Following discussion with supervisor of case file received, a joint decision results in overall strategy and action plan for use of the source. Case officer carries out necessary contacts, provides contact reports, and advises supervisor of any problems of a controversial nature. Finished assignments are reviewed for overall effectiveness and compliance with intricate instructions and guidelines.

Performs HUMINT collection assignments which are made in terms of broadly defined missions or functions. Assignments are subject only to administrative supervision. Applies the full range of HUMINT knowledge in planning, designing, coordinating, conducting, and controlling HUMINT projects. Exercises initiative and is fully cognizant of all national, DOD, and. theater regulatory requirements with actions taken not normally subject to technical review. Keeps supervisor informed of significant operational or administrative developments relating to assigned projects. Completed work is reviewed in terms of feasibility, compatibility, effectiveness or expected results, and for its contribution to the overall HUMINT mission.

Receives assignments in terms of overall SIGINT operations and policies. Exercises delegated authority to independently identify mission objectives and plan most effective approach to meet goals. Recommends new or modified program thrusts within the constraints of available resources and policy objectives which are designed to produce intelligence of high SIGINT value. Identifies existing or potential deficiencies or problems and develops operational solutions through innovative changes in concepts and methodologies. Completed work is typically accepted as technical authoritative subject only to minor administrative revision.

Serves as foremost authority within Army or joint organization in advancing the limits of technology through the development of new techniques for IMINT collection, processing, exploitation, reporting, and dissemination; e.g., Strategic Defense Initiative (SDI). Exercises virtual freedom in advancing ideas subject to limitations of law and availability of resources. Completed projects are reviewed for overall contributions to national policy objectives.

FACTOR A - ESSENTIAL KNOWLEDGES: This factor measures the nature and extent of information or facts that employees must understand to do acceptable work (e.g., steps, procedures, practices, rules, policies, theories, principles, and concepts) and the nature and extent of the skills needed to apply these knowledges.

Applies a basic foundation of IMINT principles and concepts in performing developmental duties basic to supporting IMINT functions. Studies documents and other information sources to comprehend, interpret, and transfer information pertaining to manpower, materials, or funds into useful reports. Accomplishes elementary assignments which relate such resources to furthering portions of assigned IMINT objectives.

Uses a thorough knowledge of MASINT principles, concepts, and methods to provide standard input for the packaging and design of sensors. Based on current MASINT technology, independently completes support assignments which involve established, conventional methods and accepted precedents. Encounters and resolves technical problems of moderate difficulty.

Based on a broad knowledge of HUMINT methodology, regulations, directives, and guides, performs duties relative to monitoring and evaluating operational projects, recruiting and training new intelligence specialists, overseeing special intelligence support activities, or assisting in formulating and promulgating HUMINT policy and directives. The effects of applying non-intelligence skills, e.g., applicable recruitment and training techniques, to the furthering of HUMINT operational goals, presents difficult problems of coordination and programming.

Utilizes a mastery of SIGINT to act as the field operations mission-manager, or as senior SIGINT advisor to U.S. Army field operations. Applies on-site policy, directs development of plans for modernization, collection and reporting strategies to support field operations and directs the overall SIGINT mission at the field location. Serves as senior field representative for operational matters as appropriate during working group meetings and operational exchanges. Recommendations and decisions have significant implications for the SIGINT community.

Applies a mastery of the CI discipline and comprehensive knowledge of relevant non-intelligence skills which impact upon the support of operations missions. Generates and develops new hypotheses and concepts to undertake pioneering efforts where no precedents exist and the issues involved are significant to the entire intelligence community. Efforts may involve a multi-disciplinary approach to accomplish objectives. Serves as leading authority on the theoretical aspects of technical CI missions, e.g., surveillance and polygraph technologies. Draws upon knowledge of engineering or scientific fields to advance the CI state of the art. Routinely receives requests for advice by other agencies.

FACTOR B - GUIDELINES: This factor measures the nature of the guidelines used (e.g., regulations, procedures, precedents, methods, techniques and other guidelines that govern the work) and the degree of interpretation required of these references, including the elements of judgment and originality.

As intelligence specialist, usually in a trainee status, receives on-the-job and classroom training in assigned discipline and practical exposure to a support function, e.g., resource management. Consults specific guidelines such as technical manuals, instructions, and procedures. Works in strict compliance with detailed guides. Exercises limited judgment in applying standard practices to structured assignments.

Performs work in the context of a variety of available procedural and administrative guidelines. Uses technical guides, traditional methodology, base or detachment operating procedures, and unwritten directions which directly apply to assignments. Consults operational reports, contact reports, precedents, and historical data, utilizing judgment in the selection of references and adapting guides to the application of appropriate procedures.

Interpolates or extrapolates from existing guidelines in applying basic HUMINT knowledge, training, and field experience to a variety of operational administrative functions such as source management, targeting, and assistant desk officer duties. Provides basic interpretation of procedures and guidelines and makes recommendations for higher level review.

Uses initiative in applying administrative policies and precedents to the development of operational test criteria or plans based on technical systems parameters. Studies, identifies, and eliminates regulatory gaps applicable to system deployments by reviewing staff guidance and providing technical input. Deviates from conventional methods to research current and projected technology for applications to MASINT.

As senior SIGINT advisor or mission-manager at a U.S. Army field station or brigade, implements innovative strategies in the utilization of resources to meet mission goals. Based on authoritative interpretation of legislative intent and broad policies, identifies, configures, and obtains resource allocations which significantly advance SIGINT collection, analysis, and reporting objectives.

Formulates conceptual methodologies for problem-solving; applies and integrates new imagery technology and policies for improved mission accomplishment. Given the virtual lack of applicable regulatory and policy guidelines, pioneers the transition of new concepts to operational methods and systems employment.

FACTOR C - SCOPE OF AUTHORITY AND EFFECT OF DECISIONS: This factor covers the relationship between (1) the nature of the work (e.g., purpose, breadth, and depth of assignments) and (2) the effect of the work products or services both within and outside the organizational element. Effect also measures such things as whether the work output facilitates the work of others, provides timely service of a personal nature, or impacts on the adequacy of research conclusions.

Performs or recommends actions in support of recurring IMINT projects, such as gathering relevant statistics and facts for use by a higher-grade Intelligence Specialist for a briefing. While the potential for unrecognized errors is slight, such errors may result in minor inefficiency.

Makes decisions concerning the application of established MASINT operational support activities in the area of science and technology, logistics, and maintenance. Decision errors may not be readily apparent but are reflected in subsequent reports or operations. Such errors may result in loss of collection opportunities which have limited effect on other organizational units.

Based on interpretation of a variety of regulations, practices, and procedures, makes recommendation which affect resource allocations for multi-mode collection, analysis, and reporting at a major U.S. Army field station or ground station facility. Makes decisions which are consistent with current tasking under the direction of the site mission-manager. Errors in resource allocation could result in loss of multi-mode collection products, or inefficient use of SIGINT resources.

Based on current status of base systems and interpretation of policy, provides authoritative advice to reprogram funds in support of new initiatives or technologies which satisfy requirements as set forth by end-users. Decisions and commitments may require identification of funding from base to procure and maintain a system to satisfy end-users within a compressed timeframe.

Provides authoritative advice and guidance which directly affects the development, implementation, and direction of critically important HUMINT operations. Commitments may influence the initiation, continuation, or modification of extremely sensitive HUMINT operations.

Responsible for the conduct of independent research of advanced polygraph techniques which may result in actual or theoretical replacement of the polygraph as a method for determining truthfulness. Impact of findings extends beyond the utility of the polygraph, to include potential criminal investigations throughout DOD. Commits resources of the defense community to further research efforts and implement findings.

FACTOR D - WORK RELATIONSHIPS: This factor includes contacts with persons not in the supervisory chain, and is based on what is required to make the initial contact, the difficulty of communicating with those contacted,-and the degree to which the employee and those contacted recognize their relative role and authorities. Purpose of the contacts ranges from factual exchanges of information to situations involving significant or controversial issues and differing viewpoints, goals, or objectives.

As intelligence specialist, exchanges basic information regularly on availability and status of equipment and funds to support ongoing CI operations and to support new operations. Makes regular contact with CI investigators and case officers to determine anticipated needs or funds and equipment.

Coordinates and maintains dialogue to obtain clarification on specific operations. Assesses and communicates factual interpretation of how current requirements, policies, or regulations aid or inhibit availability of support to meet objectives. Maintains close coordination to protect the sensitive nature of such support activities.

Functions as an advisor, with a thorough knowledge of HUMINT tradecraft and persuasive communicative skills. Discusses implications of alternate approaches to resolving nonroutine problems and convincingly presents options.

Interacts in joint and/or combined conferences or working group committees, DOD/National level meetings which at the operations management level could have major impact on collection steerage, policies, procedures, and modification of existing interservice and multi-national level agreements in the U.S. SIGINT community. Interactions are to negotiate cooperative support and persuade to action.

Represents Army in highly controversial multi-disciplinary

intelligence forums with senior officials at departmental or legislative levels. Maintains contacts with policymakers to influence the direction and support of Army-sponsored intelligence programs and policies. Defends activities critical to the success of the intelligence mission of the Army, DOD, and/or the intelligence community.

FACTOR E - SUPERVISION RECEIVED: This factor covers the nature and extent of direct or indirect controls exercised by the supervisor, the employee's responsibility, and the methodology for reviewing completed work.

Serves as a trainee at a field location, subject to close supervision by a single-mode collector or reporter shift supervisor. Receives on-the-job and formal classroom training designed to impart essential SIGINT and administrative support skills. Completed work is reviewed for accuracy and conformance with instructions and established procedures.

Receives definitive assignments, such as administering requests for transportation of equipment or personnel for quick reaction-deployment to needed locations for CI operations. Expedites arrangements and advises supervisor of changes required to standard procedures. Requests assistance from supervisor if obstacles are encountered, as in the case of needing higher authority for use of special conveyances to meet deadlines. Work is reviewed for accuracy, adequacy and adherence to instructions.

Receives assignments in terms of objectives and deadlines assigned by the supervisor relative to satisfying imagery support requirements. Independently plans steps required to locate imagery on file, or alternatively, determine if current or future collection effort is required. Supervisor assists with unusual situations that do not have clear precedents. Imagery support products are evaluated for accuracy and adequacy of results and compliance with complex instructions.

As an imagery intelligence collection manager, discusses general objectives and applicable timeframes with supervisor. Plans and assigns resources as required, resolving most difficulties encountered, to include making policy interpretations consistent with assignment parameters. Keeps supervisor informed of progress and any controversial matters. Completed work is subject to technical review for overall effectiveness and compliance with complex instructions and policy objectives.

Completes CI assignments that are broad in nature and subject only to administrative review. Coordinates and executes the quality control review of polygraph examinations. Informs supervisor of significant developments or issues. Work is evaluated for contributions to overall program objectives, such as field polygrapher performance over time, outcomes of complex and highly sensitive examinations, and results of cases which require deviation from quality control norms and standards.

As senior HUMINT advisor, receives assignments in terms of overall program and policy framework. Subject to broad administrative constraints, exercises planning, policy, collection management, or intelligence oversight responsibility at MACOM level. Draws on expertise in related resource areas to maximize effectiveness in achieving policy developments and concepts designed to satisfy mission requirements. Results are accepted as authoritative without significant change.

Serves as a primary advisor for MASINT programs within DA. Exercises virtually unhampered independence of action to plan and develop work assignments. Maintains cognizance of efforts applicable to MASINT within the international scientific and technical communities, to include both applied and pure research efforts which may impact upon MASINT in the future. As the most authoritative professional in the MASINT discipline, completed work is reviewed for overall contributions to national objectives and priorities.

FACTOR A - ESSENTIAL KNOWLEDGE: This factor measures the nature and extent of information or facts that employees must understand to do acceptable work (e.g.,, steps, procedures, practices, rules, policies, theories, principles, and concepts) and the nature and extent of the skills needed to apply these knowledges.

Utilizes knowledge of basic MASINT principles, concepts, and methodologies sufficient to perform elementary developmental assignments in a staff setting. Coordinates routine actions such as operations scenarios with other staff elements for incorporation into combat development documentation. Performs other related MASINT assignments requiring rudimentary skills in applying relevant intelligence techniques and procedures.

As staff officer, applies a thorough knowledge of HUMINT tradecraft and relevant regulations sufficient to independently perform recurring assignments. Utilizes knowledge of field operations and/or area-unique subject matter to provide advice and assistance as required. Participates in special projects in the role of an established and informed subject matter specialist, applying knowledge of applicable principles, accepted precedents, and techniques to the conventional resolution of problems and issues.

As senior staff advisor with broad knowledge of SIGINT operations, policy, and methodology, evaluates specific P2 and P3 SIGINT programs for validity, propriety, priority, and impact. Assignments require skill in applying this extensive knowledge to difficult, complex problems which arise during the program evaluation process.

Uses comprehensive, in-depth knowledge of CI investigations and operations to plan, develop, and program activities which meet changing national strategies and priori ties. Based on mastery of the CI discipline, recommends or makes critical decisions affecting the course and development of CI policies and programs in support of the international treaties, such as Intermediate Range Nuclear Forces Treaty, or as further example, evolving doctrine relative to counternarcotics efforts.

Serves as a preeminent authority in the intelligence community with special knowledge of IMINT policy, plans, and programs. Based on mastery of IMINT concepts, principles, and practices, proposes new intelligence policy and program objectives to gain wide acceptance throughout the intelligence community. Serves as sounding board for new IMINT strategies originating from the intelligence establishment.

FACTOR B - GUIDELINES: This factor measures the nature of the guidelines used (e.g., regulations, procedures, precedents, methods, techniques and other guidelines that govern the work) and the degree of interpretation required of these references, including the elements of judgment and originality.

Performs IMINT staff management assignments at the entry level with close supervision. Except for the most repetitive of developmental tasks, closely adheres to established guidelines, definitive SOPs, and oral instructions from supervisor or higher graded specialist.

Uses basic understanding of CI operations and regulations to perform routine staff actions. Consults the Staff Officer's guide in applying judgment as to proper methods for preparing and completing staff actions. Researches other manuals, directives, or regulations as appropriate to implement peculiar aspects of certain CI functions or staffing procedures. Exercises flexibility in adapting to different situations based on the specific tasks which seldom fit a precise formula.

Uses judgment to interpret guides pertaining to the review and translation of specifically assigned MASINT data requirements into operational requirements. Guides are not specific and/or have gaps. Adapts existing policies and regulations to further incorporate operational requirements into organizational and operational documentation. Assesses overall quality of results and follows up accordingly with recommended changes.

Based on very general administrative guidance, serves as special advisor or program manager with responsibility for several geographic or technical areas of interest. Develops novel approaches in recommending operational strategies, policies, and procedures for adoption by field stations and operational brigades performing national and theater level missions. Recommends changes to U.S. Signal Intelligence Directives and other policy directives to meet new objectives or to improve overall operational effectiveness in the field.

Provides authoritative staff advice using sound judgment to interpret broad policy and basic legislation relative to HUMINT. Serves as recognized authority at the MACOM, theater, or DA level. Develops and applies broad, readily accepted guidance concerning such functions as intelligence oversight or collection management.

Given the complete absence of relevant guidelines and precedents, plans for the deployment of MASINT systems which are non-standard or one-of-a-kind. Develops unprecedented systems and missions to collect against systems which exist only at the theoretical level. Pioneers efforts with other services or countries to innovate quick reaction operations.

FACTOR C - SCOPE OF AUTHORITY AND EFFECT OF DECISIONS: This factor covers the relationship between (1) the nature of the work (e.g., purpose, breadth, and depth of assignments) and (2) the effect of the work products or services both within and outside the organizational element. Effect also measures such things as whether the work output facilitates the work of others, provides timely service of a personal nature, or impacts on the adequacy of research conclusions.

Takes actions on routine MASINT assignments or portions of special MASINT assignments as directed where errors in decisions or commitments may be readily detected and corrected. The primary consequence of error is localized loss of time.

Performs work of limited scope and depth which has as its primary purpose the facilitating of assignments performed by higher graded intelligence specialists. Gathers information, determining approaches within limited confines of larger projects. Compares previous reports or other data for input into a broader assignment. Completed work affects the accuracy, reliability, and completeness of broader projects and studies.

Makes decisions which affect field units and on-going staff actions. Monitors, evaluates, and coordinates basic HUMINT staff actions, to include preparation of information papers, memoranda, messages, and position papers consistent with Defense Intelligence Agency Manual (DIAM) 58-13, EO 12333, and appropriate Director Central Intelligence Directives (DCIDS), MACOM, Theater, and unit guidelines and directives. Commitments have a direct impact on the participants and recipients of such staff actions. Work products provide information and analysis from which HUMINT cases may be managed. Errors in decisions and commitments could cause delay, waste of time and resources.

As a SIGINT advisor, evaluates operational strategies and exercises authority to recommend and develop changes to operational procedures, priorities, and policies which result in commitment of significant resources to specific field locations, missions, or programs. Decisions are predicated on thorough knowledge of diverse technical considerations and interpretations of policy which affect key programs.

Renders decisions which significantly impact execution of a MACOM CI program. Advises on changes in policy or goals which directly affect the course and outcome of planned and existing CI initiatives. Commits the organization to action with consequences which may serve to initiate, cancel, or modify sensitive CI operations.

Effects decisions pertaining to IMINT policies, goals, and programs which have pronounced effect within the intelligence community. Represents IMINT on defense and intelligence community boards, committees, projects, and other fora with full authority to shape the evolution of IMINT concepts, policies, and initiatives.

FACTOR D - WORK RELATIONSHIPS;: This factor includes contacts with persons not in the supervisory chain, and is based on what is required to make the initial contact, the difficulty of communicating with those contacted, and the degree to which the employee and those contacted recognize their relative role and authorities. Purpose of the contacts ranges from factual exchanges of information to situations involving significant or controversial issues and differing viewpoints, goals, or objectives.

Exchanges information on a recurring basis for the purpose of sharing data concerning IMINT requirements. Information exchanges are factual in nature and relatively simple to communicate.

As staff action officer, works to contribute to a staff paper or special project. Reviews applicable regulations, issues, and historical data to discuss options, interpret regulations, provide advice, and assure an acceptable product. Initiates routine contacts as required to address technical aspects of subjects, few of which give rise to controversy or require skills in persuasion or consensus building.

As staff officer, coordinates on planned or proposed phases of counter-SIGINT Operations for the purpose of assessing and accommodating effects on current operations, resources required, and benefits to be derived. Makes persuasive recommendations which typically result in agreement to improve specific counter-SIGINT strategies.

As senior staff officer, maintains work relationships in order to discuss and shape HUMINT program priorities and direction. Serves at MACOM, Theatre, or DA level, providing authoritative advice on HUMINT program objectives and feasibility.

Initiates persuasive action to coalesce HUMINT assets whose access and placement are of major importance.

Presents and defends existing and new initiatives for the MASINT program in the General Defense Intelligence Proposed Program at the DA, DIA, GDIP staff, IC staff or Congressional level. As a committee member of the IC staff, attends working group meetings to develop an architecture or roadmap of future plans and development in MASINT.

FACTOR E - SUPERVISION RECEIVED: This factor covers the nature and extent of direct or indirect controls exercised by the supervisor, the employee's responsibility, and the methodology for reviewing completed work.

Receives detailed guidance and instructions relative to HUMINT staff actions to ensure compliance with appropriate regulations, directives, and mission objectives. All work assignments are thoroughly explained and closely reviewed for accuracy and adherence to instructions. Performs developmental assignments in HUMINT staff functions, to include operational proposal coordination, message preparation, and associated staff and information papers.

Based on precise instructions, provides staff oversight for input to fiscal commitments for contractual maintenance support to imagery systems. Continuing assignments, which are well defined, involve providing recommendations to superior of specific actions needed to satisfy an unscheduled maintenance shortcoming under existing contract.

Based on definitive objectives and priorities, reviews CI investigative cases for an assigned unit or geographic area. Plans and executes sequence of steps necessary to monitor management of caseloads by intermediate commands, to include quality control guidance provided to field investigators. Identifies most serious cases and refers to supervisor for special attention. Work is evaluated on the basis of accuracy, consistency, methods used to evaluate complex cases, and propriety of recommendations.

Collaborates with supervisor in planning HUMINT staff assignments at DA, NACOM, or field operating level. Consults guidelines of a complex nature to evaluate HUMINT effectiveness, recommend reallocation of HUMINT assets, and monitor or coordinate HUMINT collection activities relative to assigned areas. Keeps supervisor informed of HUMINT capabilities to respond to assigned taskings, provide staff planning, and execute collection plans. Work in progress is subject to minimal supervision. Completed assignments are reviewed for propriety and conformance with intricate instructions.

As a project manager, plans, designs, and carries out technical functions of IMINT programs for echelons above corps (EAC). Subject only to administrative supervision, assures that EAC interests are met as IMINT systems evolve. Plans for new systems integration including personnel, training, organizational structure and funding. Reports significant changes in programs to supervisor. Completed work is reviewed for overall effectiveness and progress in meeting program objectives.

As senior CI representative, establishes the thrust of CI missions, to include goals and policies in support of broad mission execution. Interprets departmental policies and objectives to shape MACOM programs and resources in support of national defense goals. Both in-progress and completed actions are considered authoritative subject to review only in the context of mission success.

Serves as higher senior staff SIGINT expert advisor on all facets of SIGINT operations from the perspectives of both technology and management. Develops new strategies and concepts to meet operational challenges in support of National and multi-theater missions worldwide. Establishes new program goals and objectives subject only to constraints imposed by resource limitations or conflict with other major DOD or National SIGINT goals and policies.

Definition

Organization and Coverage

Glossary of Terms

Acronyms

SUBSECTION ONE - FUNCTIONAL CATEGORIES

GMI Analysis

Definition

Title

DISCAS Codes

Information

Background

Grade Band Descriptions

Collections Requirements Manager

Definition

Title

DISCAS Codes

Grade Band Descriptions

Staff Officer

Definition

Title

DISCAS Codes

Grade Band Descriptions

SUBSECTION TWO - FACTOR DEGREE DESCRIPTIONS

Factor A - Essential Knowledges

Factor B - Guidelines

Factor C - Scope of Authority & Effect of Decisions

Factor D - Work Relationships

Factor E - Supervision Received

Definition: Positions covered by this part are concerned with the production and dissemination of intelligence information. General Military Intelligence (GMI) Analysts use general intelligence and counterintelligence information to determine the capabilities, vulnerabilities and threat from foreign military and security forces. The chief purpose of Collections Requirements Managers and Staff Officers is in intelligence production program management.

Organization and Coverage: Part II includes two sections. The first section contains definitions of the three functions, functional titles, common DISCAS codes associated with them, and the grade band descriptions for each of the three functions. The second section has factor degree descriptions, combined for all three functions except as noted. Points derived by the second section are converted to grade levels by the Grade Conversion Table following the factor descriptions.

This portion of the AOG covers three main functions of work in intelligence production as defined below. The functions are treated as though they are the provenance of GS-132 specialists. However, that is not always true. In scientific and technical (ST) organizations, the collections requirement management, staff officer, and other miscellaneous duty areas may be accomplished by scientists, engineers, and other specialists, either as the primary or other major responsibility. When the knowledge requirements for the position do not equate to the GS-132 description and definition in Part I, but the position has a major duty area matching the functions described in this portion of Part II, then Part II should be treated as a grading guide for those duties. The Scientific and Technical (ST) Intelligence Production Guide, Part II.C. has grading criteria for design and modeling duties which may be used for primarily non-ST positions with major duties involving computer and mathematical modeling. The grade level criteria in this guide must be applied in conjunction with the CIPMS Primary Grading Standard and in accordance with the principles and procedures described in the CIPMS Classification Procedures Guide for GS Positions. Not all aspects of assignments are discussed. Work examples are not all inclusive but have been provided for assistance in comparing an individual position's assignments and responsibilities to the grade band and factor degree descriptions.

Glossary of Terms: Some of the terms used in this portion of the AOG have specific definitions given below. (The definitions of many terms are from or partially derived from the "Glossary of Intelligence Terms and Definitions," published by the Intelligence Community Staff, June 1989.)

1. ANALYSIS - A process in the production step of the intelligence cycle in which intelligence information is subjected to systematic examination in order to identify significant facts and derive conclusions therefrom. (See also intelligence cycle.)

2. ASSESSMENT - (1) Appraisal of the worth of an intelligence activity, source, information, or product in terms of its contribution to a specific goal, or the credibility, reliability, pertinency, accuracy, or usefulness of information in terms of an intelligence need. When used in contrast with evaluation, assessment implies a weighing against resource allocation, expenditure, or risk. (2) Judgment of the motives, qualifications, and characteristics of present or prospective employees or "agents."

-Assessment, Intelligence: A category of intelligence production that encompasses most analytical studies dealing with subjects of policy significance; it is thorough in its treatment of subject matter-as distinct from building-block papers, research projects, and reference aids-but unlike estimative intelligence need not attempt to project future development and their implications; it is usually coordinated within the producing organization but may not be coordinated with other intelligence agencies. (Also see estimative intelligence.)

3. COLLECTION - (1) The exploitation of sources by collection agencies and the delivery of the information obtained to the appropriate processing unit for use in the production of intelligence. (2) Obtaining information or intelligence information in any manner, including direct observation, liaison with official agencies, or solicitation from official, unofficial, or public sources. (3) The act of employing instruments and/or equipment to obtain qualitative or quantitative data from the test or operation of foreign systems. (Also see intelligence cycle. )

-Collection Requirement - (1) An established intelligence need considered in the allocation of intelligence resources to fulfill the essential elements of information and other intelligence needs. (2) An expression of an intelligence information need that requires collection and carries at least an implicit authorization to commit resources in acquiring the needed information. (3) A request for discipline-specific collection action to satisfy a specific or general intelligence information need.

-Collection Strategy: A plan which includes consideration of all outstanding intelligence requirements and their relative priority as well as the immediate tactical situation.

4. COMMUNICATIONS INTELLIGENCE (COMINT) - Technical and intelligence information derived from intercept of foreign communications by other than the intended recipients; it does not include the monitoring of foreign public media or the intercept of communications obtained during the course of counterintelligence investigations within the United States. COMINT includes the fields of traffic analysis, cryptanalysis, and direction finding.

5. CONSUMER - An authorized person who uses intelligence or intelligence information directly in the decision making process or to produce other intelligence; synonymous with customer and user.

6. COORDINATION - (1) The process of seeing concurrence from one or more groups, organizations, or agencies regarding a proposal or an activity for which they share some responsibility and that may result in contributions, concurrences, or dissents. (2) In intelligence production, the process by which producers gain the view of other producers on the adequacy of a specific draft assessment, estimate, or report; it is intended to increase a product's factual accuracy, or clarify its judgments, and resolve or sharpen statements of disagreement on major contentious issues.

7. COUNTERINTELLIGENCE: Activities defending against, destroying, neutralizing or controlling the effect of inimical foreign collection disciplines and other operations controlled by foreign intelligence agencies.

8. CROSS-TARGETING: The use of two or more collection assets to compliment or enhance the collection process.

9. CURRENT INTELLIGENCE - (1) Intelligence of all types and forms of immediate interest to the users of intelligence; it may be disseminated without the delays incident to complete evaluation, interpretation, analysis, or integration. (2) Summaries and analyses of recent events.

10. ARMY, DEPARTMENT OF: The executive part of the Department of Army at the seat of government and all field headquarters, forces, reserve components, installations, activities and functions under the control or supervision of the Secretary of Army. When "Army" is referred to in this AOG, it refers to the level within Army at which responsibility is vested for the particular function or program, not solely to one or more offices (e.g., sole reference to Headquarters, Department of Army). In many instances, intelligence programs are managed, operated, and/or represented for all of Army at levels other than a headquarters level.

11. DEPARTMENTAL INTELLIGENCE - (1) Foreign intelligence produced and used within a governmental department or agency in support of its own activities and/or in meeting its assigned responsibilities. (2) Intelligence that any department or agency of the Federal Government requires to execute its own mission.

12. DISCIPLINE: Refers to a method of intelligence operation or area of intelligence analysis, such as HUMINT, SIGINT, or IMINT.

13. ESTIMATE - (1) An analysis of a foreign situation, development, or trend that identifies its major elements, interprets the significance, and appraises the future possibilities and the prospective results of the various actions that might be taken. (2) An appraisal of the capabilities, vulnerabilities, and potential courses of action of a foreign nation or combination of nations in consequence of a specific national plan, policy, decision, or contemplated course of action. (3) An analysis of an actual or contemplated clandestine operation in relation to the situation in which it is or would be conducted in order to identify and appraise such factors as available and needed assets, and potential obstacles, accomplishments, and consequences.

14. ESTIMATIVE INTELLIGENCE - A category of intelligence that attempts to project probable future foreign courses of action and developments and their implications for U.S. interests; it may or may not be coordinated and may by either national or departmental intelligence.

-Estimate, Intelligence: (1) The product of estimative intelligence. (2) (Military usage.) An appraisal of available intelligence relating to a specific situation or condition with a view to determining the courses of action open to the enemy or potential enemy and the probable order of their adoption.

15. FINISHED INTELLIGENCE - (1) The product resulting from the collection, processing, integration, analysis, evaluation, and interpretation of available information concerning foreign countries or areas. (2) The final result of the production step of the intelligence cycle; the intelligence product. (Also see intelligence cycle.)

16. FORECASTING - Prediction, in the customary sense of assessing the magnitude a quantity will assume at some future point in time. Distinct from estimation that attempts to assess the magnitude of an already existing quantity.

17. HUMAN INTELLIGENCE (HUMINT) - Intelligence information acquired by human sources (as opposed to the use of technical collection systems) through controlled and overt collection techniques and open-source data from foreign media.

-Human Source: A person who wittingly or unwittingly conveys by any means information of potential intelligence value.

18. IMAGERY INTELLIGENCE (IMINT) - The products of imagery and photographic interpretation processed for intelligence use; includes the exploitation of collection by visual photography, infrared sensors, lasers, electro-optics and radar sensors such as synthetic aperture radar.

-Imagery: Representation of objects reproduced electronically or by optional means on film, electronic display devices or other media.

-Imagery Interpretation: The process of locating, recognizing, identifying and describing objects, activities, and terrain represented on imagery; it includes photographic interpretation.

-Imagery Key: A document or device, regardless of title or nomenclature, whose primary purpose is to facilitate rapid recognition, identification, or interpretation of objects, facilities, activities, indicators, or any other manifestation of intelligence contained in imagery.

-Reference Imagery: An image or images used by an analyst to assist in the exploitation or analysis of subsequent imagery of that installation or item; that is, an aid in ascertaining changes to the installation or item. Reference imagery may be taken from an imagery key or developed by an imagery analyst to meet a specific need.

-Imagery Signature: A feature or characteristic of an item, observable on imagery that leads to the identification or typing of that item.

-Imagery Products: Image reproductions derived from a primary image record that are in less than full frame format at contact or modified scale, and without titling and marginal data. Examples of imagery products are photographic prints, viewgraphs, transparencies, and digital image data.

19. INTELLIGENCE - (1) A body of evidence and the conclusions drawn therefrom that is acquired and furnished in response to the known or perceived requirements of customers; it is often derived from information that is concealed or not intended to be available for use by the acquirer; it is the product of a cyclical process. (Also see intelligence cycle.) (2) A term used to refer collectively to the functions, activities or organizations that are involved in the process of planning, gathering, and analyzing information of potential value to decision-makers and to the production of intelligence as defined above. (3) The product resulting from the collection, collation, evaluation, analysis, integration, and interpretation of all collected information.

-Intelligence (Foreign): (1) The product resulting from collection, evaluation, analysis, integration, and interpretation of intelligence information about a foreign power that is significant to the national securing, foreign relations, or economic interests of the United States, provided by a government agency that is assigned an intelligence mission (i.e., an intelligence agency). (2) Information relating to the capabilities, intentions, and activities of foreign powers, organizations, or persons (positive intelligence), but not including counterintelligence (with the exception of information on international terrorist activities). (3) Information relating to the ability of the United States to protect itself against actual or potential attack by, or other hostile acts of, a foreign power or its agents, or against the activities of foreign intelligence services. (Also see intelligence cycle.)

-Intelligence Gap: Identified short falls in the intelligence information necessary to fully define and assess a specific intelligence problem.

-Intelligence Information: Information of potential intelligence value concerning the capabilities, intentions, and activities of any foreign power, organization, or associated personnel.

-Intelligence, Military (MI) - Intelligence on any foreign military or military-related situation or activity that is significant to military policy making or the planning and conduct of military operations and activities.

-Intelligence, National: Integrated interdepartmental intelligence that covers the broad aspects of national policy and national security, is of concern to more than one department or agency, and transcends the exclusive competence of a single department or agency.

-Intelligence Producer: A phrase usually used to refer to an organization or agency that participates in the production step of the intelligence cycle. (Also see intelligence cycle.)

20. INTELLIGENCE COMMUNITY (IC) - The aggregate of the following executive branch organizations and agencies involved in intelligence activities: the Central Intelligence Agency (CIA), National Security Agency (NSA), Defense Intelligence Agency (DIA); offices within the Department of Defense for the collection of specialized national foreign intelligence through reconnaissance programs; the Bureau of Intelligence and Research of the Department of State; intelligence elements of the military services, the Federal Bureau of Investigation, the Department of the Treasury, and the Department of Energy; and staff elements of the Office of the Director of Central Intelligence.

21. INTELLIGENCE CYCLE - The process by which information is acquired and converted into intelligence and made available to customers. There are usually five steps in the cycle:

-Planning and Direction: Determination of intelligence requirements, preparation of a collection plan, issuance of orders and requests to information collection entities, and continuous checks on the productivity of collection entities.

-Collection: Acquisition of information or intelligence information and the provision of this to processing and/or production elements. (Also see collection.)

-Processing: Conversion of collected information and/or intelligence information into a form more suitable for the production of intelligence.

-Production: Conversion of information or intelligence information into finished intelligence through the integration, analysis, evaluation and/or interpretation of all available data and the preparation of intelligence products in support of known or anticipated customer requirements. (Also see production.)

-Dissemination: Timely conveyance of intelligence in suitable form to customers.

22. ORDER OF BATTLE (OB): The identification, strength, disposition and location of military personnel, units, weapons, equipment, etc.

23. PRODUCT. - (1) An intelligence report disseminated to consumers by an intelligence agency.

24. PRODUCTION - The preparation of reports based on analysis of information to meet the needs of intelligence users (consumers) within and outside the Intelligence Community. (Also see intelligence cycle.)

25. PROGRAM - Major, ongoing and long term mission areas for an individual intelligence activity or agency.

26. PROJECT - Short term intelligence production or production support undertaking.

27. SIGNALS INTELLIGENCE (SIGINT) - Intelligence information derived from signals intercept comprising, either individually or in combination, all communications intelligence (COMINT), electronics intelligence (ELINT), telemetry intelligence, and Foreign Instrumentation Signals Intelligence (FISINT).

28. THREAT - The military, economic, and political capabilities of a foreign nation or entity coupled with the aggressive intentions to use such capabilities to undertake any action whose consequence would be detrimental to the interests of the United States.

ADP Automated Data Processing

AOG Army Occupational Guide

CBR WARFARE Chemical, Biological, Radiological Warfare

CIPMS Civilian Intelligence Personnel Management System

COMINT Communications Intelligence

COTR Contracting Officer's Technical Representative

DIA Defense Intelligence Agency

DISCAS Defense Intelligence Special Career Automated System

ELINT Electronics Intelligence

FISINT Foreign Instruments Signals Intelligence

FISS Foreign Intelligence and Security Services

FMA&E/FME Foreign Material Acquisition & Exploitation

GMI General Military Intelligence

IC Intelligence Community

IIA Imagery Interpretation Analysis

I&W Indications and Warnings

MEDINT Medical Intelligence

OB Order of Battle

ODCSINT Office of the Deputy Chief of Staff, Intelligence

OPM Office of Personnel Management

WWIMS World-wide Warning Indicator Monitoring System

1. DEFINITION: This function includes positions responsible for reviewing and examining intelligence information to provide varied products to users. It includes:

GMI imagery analyst whose primary mission is the exploitation of multi-sensor imagery;

Political-military analyst responsible for studying and forecasting military/political/economic events/trends and detailed military capabilities on any foreign ground/air forces to include order of battle (OB), tactics, organization and strategy;

GMI medical intelligence analyst responsible for assessing the foreign environmental situation, health care capabilities, disease prevalence, health infrastructure and civilian and military health care; and

Counterintelligence/counterterrorist analyst responsible for research and production in foreign intelligence and security services (FISS), terrorist events/organizations, and security threats to U.S. Army programs, installations, and personnel.

2. TITLES: The primary functional title is General Military Intelligence Analyst, placed in parenthesis after the general title of Intelligence Specialist as part of the official title. Where necessary for processing reasons (for example, personnel information automated systems), this title is abbreviated as GMI Analyst. Subordinate functional titles which may also be used include Imagery Analyst, Political-Military Analyst, Medical Intelligence Analyst, and Counterintelligence/Counterterrorist Analyst. Subordinate titles may be used within the body of the job descriptions, but are not part of the official titles.

3. DISCAS CODES: (Reference: Intelligence Career Development Program, DoD 1430.10-M-3, July 1988) Common codes associated with the functions include the following:

Aerial Survey

Air Force

CBR Warfare

Digital

Electronics

General

Ground Forces

Guided Missiles

Immediate Mission

Industry

Reporting and Indexing

Keys

Logistics

Mensuration

Naval Forces

Nuclear Energy

Radar

Research and Development

Transportation

b. Political-military capabilities:

Biographics

Camouflage/concealment & deception

Doctrine, tactics, and training (chemical, biological, and radiology operations; air force, general, ground forces, intelligence, missiles, or naval forces)

Military manpower

Military organizations

Military/political security posture/policy/sociological

Order of battle (air, electronic, general, ground, intelligence, missile-space, or naval) Space systems-tactical exploitation of national capabilities

Technology transfer

Cost analysis

Demography

Economics

History

International cooperation

Psychology

Medical Intelligence (MEDINT) for foreign medical

Bio-scientific material and environmental information

Epidemiological information

Flora

Fauna

Sanitary conditions

Foreign field medical delivery systems and capabilities for strategic and tactical military medical planning and operations

Multi -discipline threat-counterintelligence and terrorist activities.

4. BACKGROUND INFORMATION: GMI analysis is the process of determining the capability of foreign military forces in order to evaluate their battlefield effectiveness and predicting future capabilities that could affect U.S. Army or Allied national military strategy. In performing analyses, the employee applies knowledge of foreign military systems; political, economic, and cultural conditions; military planning and decision-making factors; and combat operations to ascertain the nature of foreign countries' current and future military plans and weapons systems developments.

a. The performance of this analysis is characterized by responsibility for systematic, critical and intensive research directed toward development of new or fuller knowledge of the area, subject, or system studied, including investigation to determine the nature, magnitude and interrelationships of events or occurrences and processes; to develop methodologies for investigating such events or processes; and to develop both methodologies and bodies of data of general applicability for use by others. The systematic study includes problem exploration and definition, planning of approach and sequence of steps, execution of studies, interpretation of findings, and documentation and reporting of findings. Intelligence research has a clear requirement for the exercise of critical judgment which materially affects the nature of the end product. In addition, the experience or qualifications and stature of the individual GMI analyst has a major and direct impact on the level of difficulty and responsibility of the research performed.

b. The GMI analyst identifies all data sources which could yield potentially relevant information for the functional or geographical area being assessed. Where intelligence gaps exist, the analyst works with the collection requirements manager to define and implement collection strategies to collect information to bridge these gaps. For situations where the collection disciplines do not yield the required data, the analyst can develop analytical tools such as methodologies, heuristic models, and simulations to bridge information gaps. The analyst continually evaluates the value, relevance and validity of incoming data to the assigned intelligence subject area and customers' .requirements. The analyst continually assesses data as it is acquired to determine its impact on the activity or department's established or developing position on relevant intelligence issues in the assigned subject area. The analyst asks questions such as-what is the military organization and equipment force structure? what are the military doctrine, tactics, training and government ability that would enable them to execute a specified or probable course of action? The analyst postulates questions of future potential conflict areas, looking at pre-conflict issues such as instability, dissent, and subversive political/military movements.

c. The general military intelligence analyst is concerned not only with the accuracy and quality of the intelligence assessment but also with the most effective means for communicating analytical results. The analyst works with customers, task monitors (for example, Defense Intelligence Agency (DIA) desk officers), departmental staff personnel and activity management to determine the product that satisfies the largest number of priority customer requirements. Finished intelligence products include one-on-one discussions with senior national policy makers, presentations to an international forum such as a NATO conference, preparation of papers on foreign military capabilities for combat developers to direct planning for future US military materiel, performance effectiveness analyses for operational commanders, and many others. Audiences for these products are equally diverse, including Department of Defense and Army as well as national level policy makers.

d. Analysts regularly represent their activity, agency or department as subject matter experts in their functional areas on national and international committees and at intelligence community working groups. It is not unusual for an analyst employed at an intelligence production activity to represent the Army as the Army's expert in a very complex and significant intelligence subject. Such representation is a result of an individual's expertise and community recognition of that expertise rather than assignment to any specific position in the agency or department hierarchy. When serving as activity, agency (command) or department representatives, analysts present information and assessments, arrange for the acquisition of data from other personnel, or provide information and support to decision makers in treaty negotiations. They provide tailored intelligence which requires an in-depth understanding of the working group, task force or committee objectives, customer requirements, and available intelligence findings from the intelligence community. Frequently, an analyst must develop and carry out a unique production effort to satisfy such diverse requirements.

e. Some analysts use contractor resources to assist in the intelligence analysis process. When acting as the Contracting Officer's Technical Representative (COTR), an analyst may identify the analytical support processes and techniques to be acquired, prepare justification to acquire and utilize appropriate funding sources, develop technical specifications which describe what the contractor must do and criteria to evaluate selection of a contractor and support the contract negotiation process. After the contract award, the analyst may monitor the contractor to assure that the contractor is performing according to the technical specifications and that conditions requiring modification to the contract are acted upon. The employee is responsible for assisting the contracting officer in the process of acquiring cost and operationally effective technical support from private contractors.

f. Analysts meet regularly with personnel from the DIA; Major Subordinate Command (MSC) and Major Command (MACOM) headquarters; Headquarters, Department of Army Office of the Deputy Chief of Staff for Intelligence (ODCSINT); and other intelligence community agencies and customer activities to understand both tasking requirements and priority of customer specific needs for intelligence support. After completion of an intelligence product, the analyst is expected to maintain contact with major customers to determine how the product has been received, which requirements have been satisfied and the intelligence gaps that still exist. Senior analysts are expected to recommend production plans to their supervisor, based on these discussions with major customers, and are expected to target their intelligence production to achieve maximum satisfaction of the customers' intelligence requirements.

5. GRADE BAND DESCRIPTIONS:

a. ENTRY LEVEL (Includes grades GS-5 through GS-9). Duty assignments typically found within this band are:

(1) Conduct intelligence-related research on well-established topics in support of a larger analytical effort. Compile and organize data for senior analysts in response to assigned taskings of increasing complexity. Maintain data files and conduct searches to provide information as part of more in-depth analytical taskings. Identify basic intelligence gaps and provide input to the formulation of collection sources.

(2) Perform basic analysis by correlating data from a limited number of sources. Provide limited-scope assessments to more senior intelligence analysts and recommend conclusions and findings. Identify and use established or directed analytical techniques and methodologies.

(3) At the higher grade(s) of the band, may provide training and guidance in the use of organizational data bases and ADP operations. Provide input regarding project and workload planning to senior analysts and supervisors(s). Follow basic security guidelines and procedures.

(4) Prepare, produce, and disseminate scheduled and unscheduled intelligence products limited in scope and complexity. Also, contribute to major intelligence studies.

(5) Participate in working groups and committees in subject area and develop and maintain working level contacts.

b. FULL PERFORMANCE LEVEL (Includes grades GS-10 through GS-13). Duty assignments typically found within this band are:

(1) Conduct comprehensive related research on complex topics either independently or as part of a larger analytical effort. Serve as a project leader directing the research efforts of more junior analysts. Determine research methodology and work approach and revise as appropriate. Ensure integrity of data bases and compare and contrast information from different sources. Modify and create necessary data files and manipulate data to develop responses to a wide range of complex, all-source intelligence taskings; evaluate correctness/accuracy of researched material. Prepare detailed specifications for collection or change to standing requirements based on knowledge of collection systems. Assess progress of research efforts and redirect efforts of team as necessary.

(2) Provide on-the-job training and substantive guidance to lower-graded analysts on all aspects of work. Plan work approach for projects. Delineate and prioritize tasks for junior analysts. Identify resource requirements and shortfalls to supervisor. Ensure implementation of security guidelines and procedures. Review projects for compliance. Interpret more complex security policy.

(3) Prepare, produce, and disseminate both scheduled and unscheduled general military intelligence (GMI) products, such as: briefings, studies, estimates, assessments memoranda. Identify target audience for products.

(4) Represent-activity in working groups and committees as substantive authority in subject area. Initiate analytical contacts to enhance mission effectiveness. At higher grade levels represent Activity/Army at national and international level forums.

c. EXPERT LEVEL (Includes grades GS-14 and GS-15). Duty assignments typically found within this band are:

(1) Define critical intelligence topics and initiate comprehensive or unique research efforts on complex topics as related to extensive or speculative analytical projects. Oversee team efforts insuring integrity of methodologies and approaches across the teams. Identify requirements for new data bases and information sources, develop new research methodologies. Define overall analytical objectives in relation to existing or proposed policy and identify required analytical resources. Forecast intelligence gaps and initiate development of comprehensive collection plans to address these gaps.

(2) Perform long-range planning in support of existing and projected organizational mission requirements. Make assessments as to overall resource capability to answer existing/projected requirements, and identify resource shortfalls. Evaluate impact of security policy on organizations effectiveness.

(3) in addition to the production and dissemination of the product at the full performance level, analysts evaluate the most complex, sensitive intelligence products and insure other substantive accuracies. Recommend most effective product type and format for the dissemination of initial intelligence.

d. SENIOR EXPERT LEVEL (Includes grades GS-16 through GS-Duty assignments typically found within this band are:

(1) Identify requirements for new, substantial research efforts in interrelated areas and/or cross sections of intelligence disciplines. Assist in implementing overall guidance and policy for GMI production. Adapt and interpret policy to assure a uniform and balanced GMI program within the framework of policy developed by DA and DOD. As appropriate, serve as a policy maker and decision maker on matters within Army regarding assigned mission. Establish extensive, multi-team or multi-organizational research projects and ensure integrity of resulting data. Establish or redirect organizational efforts in addressing national-level intelligence issues and assessments, and develop an Army GMI position. Assess new or proposed research methodology programs as they relate to Army requirements and assure their incorporation into the GMI program.

(2) Recommend and negotiate for utilization of Army resources to accomplish long-range and intelligence community plans. Propose guidelines for organizations' long-range planning. Recommend security policy considerations.

(3} Identify and evaluate organizational roles in overall Army and intelligence community production efforts.

(4) Identify need within the intelligence community (IC) and recommend the establishment of national and international level standing and ad hoc committees.

(5) Develop and maintain an extensive network of authoritative contacts such as major executives within government and industry and preeminent academic authorities.

1. DEFINITION: This function includes positions which develop collection requirements, plans; and strategies; provide liaison and representation on requirements to agency and intelligence community collection activities, working groups, and resource allocation boards; and effect data acquisition and dissemination.

2. TITLE: The functional title is Collection Requirements Manager, placed i n parenthesis after the general title of Intelligence Specialist as part of the official title of the position. Where necessary for processing personnel. actions (for example, automated system requirements), it will be abbreviated as Col Req Mgr.

3. DISCAS CODES: Common DISCAS occupational codes for this specialty include:

4. GRADE BAND DESCRIPTIONS:

a. ENTRY LEVEL (Includes grades GS-5 through GS-9). Duty assignments typically found within this band are:

(1) Work with a senior collection manager to develop skills in relating activity/agency needs to the intelligence process with emphasis on assisting production analysts in description of intelligence gaps, learning to identify the appropriate collection discipline for acquiring particular types of information, and utilizing the conventional strategies of one or more collection disciplines. May assist senior employees in the planning and presentation of briefings.

(2) Entry level employees are also introduced to techniques for evaluating the effectiveness of particular intelligence disciplines for meeting Activity collection requirements. For example, may conduct research on effectiveness of collection from a particular source by compiling statistics available through the Activity's collection evaluation data base.

(3) At the lower levels of this grade band, may verify the currency of a standing requirements statement with the responsible subject analyst. As the employee progresses, may prepare the Activity's response to a one-time collection opportunity where coordination with the user analyst and the format of the Activity's response follow well-established procedures. In addition, may input to and maintain Activity manual and/or automated data bases by monitoring collection reporting and evaluation. Learn to follow established security regulations and procedures applying to assigned functions.

b. FULL PERFORMANCE LEVEL (Includes grades GS-10 through GS-13). Duty assignments typically found within this band are:

(1) Plan, organize and conduct complete portions of a variety of complex collection strategies where subjects are very difficult to collect, existing collection assets are used in innovative ways or where collection is combined with special intelligence operations. Serve as program or project representative to collection committees at agency level. Perform the full range of collection requirements management functions such as developing and affecting inter- and intra-agency coordination of collection requirements. Prepare comprehensive reports and provide consultation.

(2) Analyze and interpret collection statistics to identify and assess trends and make recommendations to long-range collection planners. Evaluate collection assets and methods for satisfying collection needs. Initiate interface with collection sites and sources and provide guidance to collectors.

(3) May lead interdisciplinary efforts and coordinate work of equal or lower-graded employees. May provide training in collection-related topics to inter- and intra-agency personnel. Comply with security practices and procedures.

c. EXPERT LEVEL (Includes grades GS-14 and GS-15). Duty assignments typically found within this band are:

(1) Serve as a recognized collection requirements management authority for one or more intelligence disciplines or major mission subject areas. Direct collection management projects which are highly complex due to methods of collection and sensitivity. Evaluate risks versus gains of proposed collection strategies in terms of U.S. policy considerations.

(2) Establish and coordinate priorities for utilization of national collection assets and apply resources to programs and projects to meet national and/or mission objectives. Produce Activity/Army implementing policy and procedures for DOD and national-level regulations and directives governing U.S. and international collection assets. May chair national level working groups involved in world-wide collection requirements activities.

1. DEFINITION: This function covers positions concerned with directing, developing or performing intelligence production actions and programs that involve planning, coordinating, interpreting, or evaluating intelligence actions and policy required to support a specific intelligence-program, process, or discipline. Positions in this function perform work as a staff service to management and are involved in all aspects of programming as well as in providing advice in the specific area or discipline of assignment. The work requires extensive knowledge and understanding of the nature of intelligence programs, processes and the interrelationships among them; knowledge of Army and Activity intelligence program policy, planning, and information management systems; and the ability to integrate, coordinate and evaluate the efforts of Army and Activity organizations and specialists to identify specific requirements and to develop and adjust plans, regulations, and policies to meet requirements.

Included under Staff Officer are also many miscellaneous "action" officer position with a variety of combinations of production and production support duties. For example, a position with responsibilities for Indications and Warnings {I&W) may participate in the operation of an I&W center in addition to the analysis of intelligence in relation to specific criteria and requirements. Or, Foreign Materiel Acquisition and Exploitation (FM, FMA, FME, or FMA&E) specialist positions may have responsibilities ranging from plans to acquire intelligence-related foreign ground force weapon system materiel to the receipt, inventory and transportation of such materiel, to plans and coordination across government and contractor organizations for materiel tests and analysis.

2. TITLE: The functional title is Staff Officer, placed in parenthesis after the general title of Intelligence Specialist as part of the official title. Where necessary for processing actions (for example, automated system requirements ), it wi11 be abbreviated as Staff Ofc. Other subordinate functional titles may be placed in the body of the job description if the position specializes in a specific area or discipline (e.g., HUMINT, SIGINT, FMA&E, I&W, etc.).

3. DISCAS CODES: Common codes for this function include those for the area(s) of intelligence discipline/process expertise, and

4. GRADE BAND DESCRIPTIONS: Positions in the staff function normally begin at the full performance level, with employees who have completed training and developmental work in another function (for example, a GMI analyst specializing in one or more disciplines). Within the miscellaneous "action" officer positions, grade band descriptions would differ to such an extent that attempting to address them would be impractical. For positions below the full performance level, duties may be compared to entry levels in other functions. Some examples of such miscellaneous work has been included at various factor degree description levels. For other levels, the work should be compared to similar functions and the Primary Grading Standard.

a. FULL PERFORMANCE LEVEL (Includes grades GS-10 through GS-13). Duty assignments typically found within this band are:

(1) Within the program area(s) of assignment, identify resource management issues and survey lower-level or Activity program managers to determine requirements; identify resource inequities affecting the organization's ability to meet requirements; monitor funding use compared to projected needs; suggest alternate solutions to resolve resource shortfalls and coordinate transfers of funds.

(2) Analyze, interpret and disseminate policy, regulations, and guidelines/guidance; recommend and develop guidelines and/or procedures for program area; contribute to consolidated regulations by developing portions for assigned areas; review, update and revise regulations to reflect policy and procedural changes.

(3) Support program management by developing plans and strategies to meet identified long-term needs and intelligence program administrative requirements; by organizing and coordinating inter- or intra-activity efforts and assigning responsibilities on major projects and processes; by responding through staff visits and other means to requests for information or assistance; by integrating the organization's input into one response, document, or product; and by developing and applying quality control methods and procedures, monitoring progress of project or process to include completing administrative reports, and contributing to the evaluation of program/project results and accomplishments.

(4) Provide analysis, advice, and guidance on wide-ranging issues in specific area(s) of intelligence expertise; stay current in program area and identify major trends and developments as well as impacts on other areas; assess the validity and effectiveness of lower-level products; and evaluate the impact of major program changes and new intelligence information to area of expertise, recommending changes as needed.

(5) Provide briefings on complex, wide-ranging issues and topics; initiate and conduct liaison with counterparts in IC organizations to determine and assess mutual concerns; represent organization on committees and participate in working groups to develop plans; and support, defend, or negotiate organization's position in a variety of forums.

b. EXPERT LEVEL (Includes grades GS-14 and GS-15). Duty assignments typically found within this band are:

(1) Develop methodology to prioritize funding support within the budget constraints of an Army Activity. Prioritize efforts for fund support allocation.

(2) Recommend major modification to Activity policies' and regulations. Consolidate existing regulations and guides for application to large program area; develop regulations and guides for internal use; and organize procedures for implementation. Interpret and promulgate significant intelligence program policy for Army. Ensures dissemination and understanding of program policy Army-wide. Review all sensitive intelligence proposals and concepts that require Army approval for propriety and compliance with DoD/DA policy.

(3) Forecast needed projects and long-term programs needed for Activity's mission and integrate program plans and budget. Develop planning structures to meet program goals and ensure integration across organizational elements. Lead and facilitate multi-team or multi-project efforts in broad intelligence areas or programs cutting across several organizational elements. Determine satisfaction of requirements and recommend program improvements and alternatives.

(4) Provide technical guidance and assessments to Army staff leadership on substantive, complex intelligence issues or topics. Direct the resolution of sensitive intelligence issues that have significant impact on Army and/or MACOMs. Bring controversial intelligence issues and topics to the attention of senior Army leadership; recommend Army position and prepare background/position papers.

(5) Represent Army at interagency committee and group meetings; clarify and advance the Army position and make presentations. Lead interagency working groups and conduct conferences. Negotiate with Army/IC on support facets.

c. SENIOR EXPERT LEVEL (Includes grades GS-16 through GS18). Duty assignments typically found within this band are:

(1) Recommend and negotiate for resources to accomplish long-range planning to include justifying requirements to Congressional staffs and committees; redirect resource allocation for major new/changed priorities in programming; emphasize intelligence program priorities in DoD budget process.

(2) Establish policy on a broad range of substantive areas for program requirements and methods; recommend long-range changes and new policies; participate with senior policy makers in determining needs, policies, and setting technical organizational goals and policy objectives.

(3) Identify and integrate key issues affecting the organization; develop and coordinate program proposals for the fulfillment of Army-wide intelligence requirements; design program structures and propose guidelines for long-range planning; establish extensive multi-team and organization projects; evaluate mission accomplishment, technical program outcomes, and impacts; and resolve Army program problems regarding management of crucial intelligence programs and processes.

(4) Serve as final subject matter review 'authority in field or area; analyze technical, social, political, and economic developments and trends within world-wide, diverse intelligence categories and relate them to organizational, Army, or national program and intelligence strategy; communicate concern to senior staff on broad issues; direct Army-wide position in technical area and provide oversight and leadership for the Army in the field; and recommend applying new technologies and methodologies to programs and processes, evaluating quality of Army intelligence products and need for improvement.

(5) Recommend establishment of standing and ad hoc committees; lead Army representation to major conferences and meetings; and chair Army/IC/international fora and conferences.

This factor measures the nature and extent of information or facts that employees must understand to do acceptable work (e.g., steps, procedures, practices, rules, policies, theories, principles, and concepts) and the nature and extent of the skills needed to apply these knowledges.

DEGREE A-5 40 points

All positions covered by this AOG require knowledge (such as would be acquired through a baccalaureate educational program, a military occupational specialty, or its equivalent in experience, training, or independent study) of basic principles, concepts and methodologies in one or more subject matter areas of intelligence (e. g., social, political, military science, etc. ); fundamental knowledge of research techniques. Ability to communicate factual information clearly, orally, and in writing. Basic ability to use computer data bases. Knowledge and skill to apply physical and document security procedures for classified material. Positions at this level typically participate in on-the-job and classroom training in the principles, practices, and methods of the intelligence function to which assigned. In addition, the following knowledge and skills are regularly applied:

Ability to use trade journals and hard copy files in order to discuss research techniques with a senior analyst, develop a strategy, and compile pertinent data to the task. Skill in analytical reasoning. Ability to prepare and produce limited or portions of intelligence products.

EXAMPLES:

-Maintain order of battle (OB) files for assigned country, equipment, or systems.

-Maintain organization and personnel files on foreign intelligence and security services, terrorists, or subversive groups.

-Compare imagery to keys and identify potential variations from established signatures.

-Compile data for input to established computer models.

-Maintain foreign area files on basic military capabilities and potential systems as it affects military posture.

Knowledge of. one or more disciplines in the collection requirements programs (e.g., HUMINT, SIGINT, IMINT), and, in addition to the subject matter areas listed above, such areas as ground forces weapons systems, technology areas, etc. Basic knowledge of collection requirements procedures, practices and established organizational procedures pertaining to collection management.

EXAMPLES:

-Maintain internal data base for tasking fulfillment.

-Identify and task evaluation of basic collection reports for internal assessment of a source or project.

DEGREE A-6 60 points

Knowledge of the principles and concepts as previously described, which has been supplemented either by: (a) skill gained through job experience to permit independent performance of recurring assignments in GMI analysis, collection requirements processes and programs, or in project or program planning and execution, administration, and evaluation; or (b) expanded education or knowledge gained through relevant specialized study and/or experience, which has provided skill in carrying out assignments, operations, and procedures which are significantly more difficult and complex than those covered by Degree A-5. Knowledge of military organizations and intelligence disciplines (e.g., HUMINT, SIGINT, IMINT) and of the intelligence mission and substantive or staff functions of the Activity and organizational element to which assigned sufficient to apply experience/training as directed towards fulfillment of that mission and to assess potential intelligence significance. Knowledge and skills characteristic of this level are regularly applied in performing advanced, developmental assignments and independently performing routine, continuing assignments in the functions such as the following:

EXAMPLES:

-Develop OB files for foreign military forces that have no standard force structure.

-Identify new terrorist groups and subversive organizations.

-Prepare preliminary analysis of imagery data based on specific trends and a compilation of equipment or site details.

-Update or modify existing computer models to accommodate new information.

-Provide limited scope assessments on foreign military capabilities for a specific weapon system or ground, air or naval force.

Skill in applying this level of knowledge to develop collection requirements and review collection responses for an assigned collection management area where some precedents exist and conventional collection management practices are normally employed.

EXAMPLES:

-Identify collection gap, and after consultation with customer about specific information needs, select most appropriate and potentially useful collection discipline, develop routine requirement and employ recurring collection opportunity such as the Paris Air Show to fill identified need.

-Prepare Activity's response to a source-directed requirement.

- Manage an acquisition of an end item such as a radio, soldier support item or spare parts to support a system in the foreign materiel inventory. Solicit interest in a collection opportunity using an established network. Based on responses, previously submitted requirements, technical information provided by analysts, and case records for acquisition of similar equipment, consolidate requirements and prepare draft request for cost and availability from collector.

DEGREE A-7 80 points

Knowledge of a wide range of concepts, principles, and practices in an intelligence subject area, such as would typically be gained through specialized study or extensive experience requiring the application of this knowledge to difficult and complex work assignments. Knowledge of the IC and of the missions and functions of customer activities and understanding of the current goals and objectives, management and administrative policies of the Activity and organizational element to which assigned. And, in addition, knowledge and abilities appropriate to the functions in the position(s) as indicated below:

Knowledge of a wide range of research and collection methods and analytical applications in order to develop innovative intelligence analysis projects, extrapolate from questionable or incomplete data, validate analytical conclusions and integrate contributions from other analysts in order to prepare finished intelligence products, including forecasts and overall capabilities assessments. Skill to produce, coordinate, and disseminate finished products.

EXAMPLES:

-Evaluate changes and identify trends in OB. Project changes in foreign military forces, to include reorganizations and assess impact on overall military posture.

-Anticipate trends in capabilities and organization redirection of FISS, and the impact of such trends on political stability.

-Prepare comprehensive imagery analysis based on complex multi-sensor data. Assess subtle configuration and pattern difference indications of equipment capabilities, deployment patterns, or site analysis factors of intelligence data.

-Develop new computer model s and determine their validity for specific applications.

-Evaluate medical capabilities of a foreign country and assess the overall ability of that country to deliver health care. Evaluate environmental threat, diseases and infrastructure and tailor products for US operational requirements.

-Evaluate overall military capabilities of a foreign power and assess internal dynamics of the political system and military-political infrastructure to project future strategic posture.

Full knowledge of one or more collection disciplines and skill in applying this knowledge to the intelligence cycle. Detailed knowledge of the various collection sensors, platforms and sources within a discipline including associated collection strategies and tasking procedures. Skill in applying this knowledge to difficult and complex work assignments in collection management. Broad general knowledge of the activity/agency's intelligence mission; full knowledge of the intelligence collection issues for major activity mission subject areas in order to translate intelligence gaps into innovative, discipline-specific collection requirements.

EXAMPLES:

-Organize foreign materiel collection projects in response to quick reaction collection opportunity. Projects normally involve operational planning among several services/IC activities, require arrangement of a wide variety of logistics support actions, and require coordination of funding from multiple sources.

-Regularly serve as Activity/Army action officer on collection system review and assessment of future requirements for the creation of follow-on systems and programs. Survey a wide range of customer activities to identify information requirements, prioritize information requirements based on knowledge of intelligence programs and effectiveness of collection resources, arrange for logistics and operational support from several service/IC elements.

Ability to formulate Activity program plans, to develop regulations and standard operating procedures (SOPs), apply new policy interpretations and guidance as required, and provide direction to major Army intelligence programs or processes and their implementation.

EXAMPLES:

-Respond to all policy questions for a discipline (e.g., HUMINT, SIGINT, etc.) prescribed in regulations; determine and meet coordination requirements for proposed changes; and develop and recommend resolutions to significant policy issues involving inter-agency differences.

-Research, plan, coordinate, and evaluate a specific intelligence production program; review requirements for validity, completeness, priority, and work impact; initiate tasking documentation and task production divisions; prepare contract documentation and advise on contractor selection for intelligence research projects; publish and disseminate products; and develop reports and audits for MACOM/Activity use.

-Develop strategy for management of acquisition opportunities characterized by complicating factors such as very high dollar system with several subsystems/technologies of high priority interest for various customers, limited quantities available, sensitive intelligence operational conditions, joint acquisition with other services or allies. Several operational or logistics contingencies (e.g., to orchestrate time sensitive actions, to negotiate nonstandard support, or other similar occasions) require new management approaches, methods or procedures.

-Maintain a watch on 24-hour I&W systems. Examine incoming all-source data, recognizing key indicators of specific I&W problems and processing them in accordance with World-wide Warning Indicator Monitoring System (WWIMS) procedures. Differentiate between key indicators of imminent hostility and those of lesser importance. Publish reports, maintain desk and work files for "relieving" analysts.

DEGREE A-8 95 points

Expert knowledge of the principles, concepts, and methodologies of a very broad and complex intelligence functional area or discipline. Ability to serve as adviser and consultant to top management of the Activity on matters related to the overall intelligence production effort. A comprehensive and detailed knowledge of the intelligence community and the Activity's goals and operations to resolve problems having widely differing aspects. And, in addition, knowledges and abilities appropriate to the function(s) in the position as indicated below:

Ability to define critical intelligence issues and to extrapolate and assess future analytical shortfalls. Ability to design important new analytical methods applicable to broad intelligence mission areas.

EXAMPLES:

-Develop new, complex, and technical imagery analytical techniques to make maximum use of the full spectrum of collected imagery data, or use extensive imagery analytical ability to assess trends and make long-range estimates.

-Provide advice regarding the intelligence significance of new and emerging technologies, recommend modification to policy and identify future requirements to ensure comprehensive coverage.

-Develop methodology for tailoring medical intelligence on groups of countries or regions to satisfy the needs of specific consumers such as operational forces.

-Develop new analytical methodologies for force trend projections.

Ability to develop and apply new methods toward solving unique problems in collection management where current methods and procedures have not been successful. Expert knowledge of a very broad range of complex concepts, principles and practices in collection requirements management and/or related intelligence operations. Expert knowledge of IC collection programs and skill in applying this knowledge to full and efficient use of collection assets against national collection priorities, the development and application of new methods for solving unique collection management problems and the development of Activity/Army positions on collection resource development and use.

EXAMPLES:

-Develop the Activity/Army collection specifications for national collection assets for input to IC planning exercises.

-Serve as the Activity/Army representative on national level committees which provide recommendations to IC decision makers on solutions to critical and/or long range collection management issues.

-Identify new uses for data and/or sources which can be applied to satisfy changing national priorities.

Knowledge to serve as an expert in all aspects of the intelligence process for the discipline(s), programs, and production functions. Ability to draw together complex, widely-varying work of different units or subordinate organizations.

EXAMPLES:

-Develop methodology to prioritize funding support within the budget constraints of an Army Activity.

-Direct the resolution of controversial threat matters in Army model software development.

-Coordinate the development and implementation of policies and guidance within Army on foreign materiel acquisition issues following a military operation, hostile incident or sensitive political situation. Negotiate with staff officers from other Army elements to develop positions integrating acquisition program objectives with operations requirements.

-As an FM exploitation project manager, consolidate and integrate equipment characteristics, intelligence exploitation issues, research and development plus operational test requirements, and necessary funding and logistical support in order to develop a functional test plan on a major system. Monitor progress of activities to identify needs for broadening test scope or other similar project contingencies, to reprogram milestones as necessary, and to prepare or coordinate project status reports and exploitation results.

- Working within I&W national system, identify and evaluate key military and/or political events and developments. Discriminate between routine or increased activity and hostile intent, recognizing deceptive or contradictory actions of target countries. Evaluate target countries' activities for implications of increased readiness and/or mobilization. Warn decision makers and/or consumers of impending crises and potential terrorist activity. Report on any/all activities that involve a threat to U.S. persons, property or interests in a timely manner.

DEGREE A-9 115 points

Mastery of the principles, concepts, and methodologies of the intelligence field and of related public policy issues. Extensive knowledge of inter-departmental intelligence production requirements and capabilities in order to establish or redirect Army intelligence efforts in addressing international level intelligence issues and assessments. Knowledge and experience as a leading authority and recognized intelligence expert within Army and throughout the IC. And, in addition, knowledges and abilities appropriate to the function(s) in the position as indicated below:

Extensive knowledge of total Army force planning and materiel development requirements, and skill in applying this knowledge to recommend and negotiate for utilization of Army resources to accomplish long-range intelligence community plans. Mastery of analytical methods and concepts to develop new analytical strategies, policies, and requirements. Ability to serve as a recognized expert on foreign technologies, systems, threat estimates and assessments, and counterintelligence developments.

EXAMPLES:

-Develop and defend Army's positions on critical intelligence issues in national or international level fora.

-Formulate intelligence initiatives to respond to critical Army-wide program requirements.

-Validate and approve new, complex analytical techniques such as those described as developed at the A-8 level.

Ability to evaluate production policies and procedures governing all Army intelligence.

EXAMPLE:

-Direct an Army-wide review of Army intelligence production to determine quality redundancy and future requirements, and to recommend appropriate measures to improve production to Army's IC's senior managers.

This factor measures the nature of the guidelines used (that is, regulations, procedures, precedents, methods, techniques, and other guidelines which govern the work) and the degree of interpretation required of these references, including the elements of judgment and originality.

DEGREE B-2 25 points

Established procedures and a number of guidelines are available for each of the functions covered by this AOG. These guidelines typically include Army regulations, Activity intelligence production and other manuals (e.g., Defense Intelligence Agency (DIA) Manuals, etc.), SOPs, policy letters, memoranda, precedent intelligence products or examples, and verbal guidance from higher-graded employees. The number and similarity of these guidelines require judgment in locating and selecting the appropriate guideline to complete the assignment. Taskings or situations requiring significant deviation from established guidelines, or involving an absence of guidelines, are referred to the supervisor.

Previously published intelligence products provide precedent guidelines. Employee also uses established analytical techniques. Limited judgment is required to assess the importance or impact of the data.

EXAMPLES:

-In interpreting the accuracy of reported intelligence on a military force reorganization feature, use established data base of corroborative intelligence and sufficient data on the country's military posture and its intelligence and security services.

-Derive security classification of contributions from related source material and maintain a classification audit trail to ensure protection of data methods and sources.

-Locate an item on imagery with keys, reference imagery, or detailed descriptions of key configuration characteristics as guides. Deviations from established signatures are referred to supervisor or a senior analyst.

Employee must choose the most appropriate guidelines for applying collection management principles to formulate intelligence collection requirements and adapt guides to the specific situation.

EXAMPLE-

-Instruction on the use of data bases is normally straight forward and menu driven. Files are easily accessible and information is clearly identified. Other guides (e.g., Handbook of the National SIGINT Requirements System, DIA Manual 58-13) are readily available. The judgment required to select the appropriate guide is derived from a working knowledge of the subject area.

DEGREE B-3 50 points

In addition to guidelines at the lower level, guidelines regularly used are in the form of DoD-level policies and production tasking documents, DoD regulations on intelligence operations, collection and production, and production schedules. Guidelines are not always available or applicable to cover a specific tasking.

Employee is required to use judgment in adopting and applying the guidelines to the formulation of the analysis and the development of the finished intelligence product. Employee usually needs to modify conventional analytical approaches to the specific requirements of the assignment or intended audience. Recommends changes in analytical approach or final product to the supervisor.

EXAMPLES:

-Use previous intelligence products on assigned or related subject areas as a general guide, but make modification in analytical approach and method of presentation based on experience and understanding of analytical procedures and a knowledge of specific customer requirements.

-Use imagery keys, historical data on target equipment, and tasking documents which provide general guidelines for assignments. Apply imagery analysis concepts and techniques to delineate configuration details which deviate from reference materials.

Guidelines aid in the development of various collection instruments. Employee analyzes results of applying conventional procedures and precedents and may recommend changes to internal guides in order to cover changes in the collection environment or Activity mission.

EXAMPLE:

-Given a problem or intelligence gap, research existing data files, determine what to look for and most likely place to locate what is available, task collection assets based on their capabilities and obtain the new information.

EXAMPLES:

-Compare existing guidelines and new information or policies to identify needed changes to regulations and other guidance for program managers. Using general guidance, develop integrated products from several divisions' or organizations' documents to answer customer's requests, modifying formats or presentation as appropriate.

-In FMA&E, use case files on acquisition of a similar item and collector as guidelines for points of contact, sources for technical information, management of funds, statements of conditions to collector and transportation arrangements. Project details such as differences in port of entry or unanticipated delays may require modifications to original plans and contact with a seldom used support service element.

DEGREE B-4 70 points

At this level, guidelines which are applicable to the work are general in nature and are of limited use. These include long-term Activity production goals and existing or proposed Army intelligence production policy in addition to the guidelines described at lower levels of this factor. The employee uses initiative and resourcefulness in deviating from established guidelines and in resolving ambiguous or conflicting guidelines. Where guidelines are scarce or limited in use, the employee develops guidelines or criteria to use in completing the assignment.

Employee must interpret guidelines as they apply to new analytical methods, subject areas, and newly identified significant intelligence issues in order to research sources, select an appropriate method of examination, and extrapolate from or interpolate to data to reach analytical conclusions. Employee uses innovation and initiative to deviate from previous, similar studies or projects.

EXAMPLES:

-Work with collection manager to develop an innovative, all-source collection strategy to generate targeted information on a subject which is very difficult to collect such as an emerging military capability of a targeted country where there is no previous intelligence available.

-Determine that a topic warrants production of an initiative study or briefing, obtain approval for the project, and prepare a finished draft. Content, format, and analysis are original. Recommend expanded distribution based on knowledge of customer requirements.

-Use tasking documents and guidance statements on critical intelligence issues as references for planning and carrying out continuing analysis for a key area of intelligence interest.

-As proponent for the product, determine data sanitization criteria and develop a method of presenting data that reaches the widest appropriate audience at the most useful classification level.

A wide range of collection management policies and procedures are available but are stated only in very general terms and are not completely applicable or are of limited use to a unique collection opportunity, such as one which requires cross-targeting. The employee uses initiative and resourcefulness in deviating from conventional practices to develop new collection methods, all source collection strategies, or proposals for new policies and criteria.

EXAMPLES:

-Develop an innovative all-source collection strategy to generate information on a subject which is very difficult to collect as it involves an emerging technology with wide-ranging applications and which requires identification of specific foreign military programs.

-Develop an Activity's cross-targeting collection plan to use toward more collection processes.

- Foreign materiel intelligence operations projects have many contingencies and unpredictable circumstances in key project areas requiring continuing use of judgment, such as in providing a price range for a collector in an open-ended acquisition situation where there are few useful precedents on market price and the exact condition of the equipment is difficult to establish.

Employee has broad latitude in interpreting and applying guidelines Activity-wide. Develops and proposes new guidelines based on interpretations and/or recommends resolutions to conflicting higher-level guidance.

DEGREE B-5 95 points

Guidelines are nonspecific and stated in terms of broad national policies, goals and implementing objectives, legislation, and general senior management direction. At this level, an employee must use initiative, judgment, and originality in researching and interpreting existing IC or national policies and legislation in order to develop broad intelligence production program efforts. Frequently, the employee is recognized as an authority in the development and interpretation of guidelines.

The employee's area of work requires interpretation of broad guidelines in order to develop analytical methodology, program planning, and, at times, necessary implementation guidelines in a critical area of intelligence. The methodology usually becomes precedent methodology for lower-level analysts. Analysts at this level may work in a broad category of intelligence interest which requires development of innovative data integration techniques and correlation analysis methodologies.

EXAMPLES:

-Regularly meet with major customers and other representatives of-other IC activities to develop full specifications for an innovative interdepartmental or inter-community analytical project requiring original approaches to solving very complex or critical intelligence problems.

-Develop methodologies for Activity projects which span the full spectrum of Activity functional areas and are incorporated in programs responding to Army or national level requirements. Projects require extensive judgment on the best analytical approach to use and innovative integration of multiple, complex analytical assessments.

-Develop a new analytical technique and prepare instructional materials or briefings to obtain acceptance by other analysts.

The employee must use judgment and ingenuity in developing applications of broad, nonspecific guidance to the intelligence collection management process and often develops new implementing guidelines requiring expert interpretation of the intent of available regulations and other guidelines.

EXAMPLE:

-Develop guidance on foreign materiel acquisition issues following a hostile incident or military operation, using ingenuity to adapt existing intelligence community and Army regulations and procedures to the political and operational contingencies of the current situation. Solutions must be developed within the context of higher echelon policies and goals, utilize the flexibilities of existing foreign materiel acquisition operational procedures and integrate with operational requirements of Army elements involved in the mission.

The employee is frequently called upon as an expert in interpreting vague, broad guidelines as they apply to specific areas of intelligence endeavors. Evaluates the need for and proposes new/revised legislation and legislative efforts and major Army regulations.

DEGREE B-6 115 points

Guidelines are virtually non-existent, usually limited to broad general assessments of the future direction of public policy issues. Precedents are obscure or not available. The employee is often sought as an adviser and consultant on establishing guidelines in a broad area of intelligence, and recommends major program goal and policy changes or redirection. Originality, creativity, and long-term experience are required to deal with and gain acceptance of experimental or complex programs of such advanced and novel character that new concepts and methodology must be developed (or furthering of previously incompletely developed methodology).

The employee is usually responsible for the technical aspects of Army programs requiring new collection assets and their use in the analytical process, the definition of production programs to respond to critical intelligence requirements, or the formulation of broad-scale approaches to critically important initiatives where the work leads to new or major modifications to Army's analytical approaches.

EXAMPLES:

-Represent Army at interdepartmental/intercommunity working groups which establish requirements for IC programs and policies to satisfy long range national level production requirements. Products of such deliberations are normally formal reports to high level advisory groups or congressional committees.

-Create, evaluate, and recommend Army positions on DoD and IC proposals for new and very complex methodologies or operational procedures to solve problems that impact on all of Army activities and their major customers.

The employee at this level is usually responsible for developing critical, long-range, and major policy initiatives and proposals for Army senior management to serve as broad guidance and structure for planning programs and negotiating with other IC top officials for acceptance of the formulation procedures as well as the adoption of the proposals.

This factor covers the relationship between (1) the nature of the work, i.e., the purpose, breadth, and depth of the assignment; and (2) the effect of work products or services both within and outside the organizational element. Effect also measures such things as whether the work output facilitates the work of others, provides timely services of personal nature, or impacts on the adequacy of research conclusions. For all intelligence specialists covered by this AOG, practices dangerous to security could result in the compromise of intelligence information possibly affecting national security.

DEGREE C-1 15 points

This level applies to beginning GMI Analysts. (Collection Requirements Managers and Staff Officers begin at higher levels.) The purpose of the work is to gather background descriptions and verify factual details for use by senior analysts. The timeliness, technical adequacy, and completeness of research facilitates further intelligence analysis. Errors may cause loss of time within the immediate element but are easily correctable.

EXAMPLES:

-Prepare background papers, such as a limited analysis of a country's military posture, for use in a larger study. Substantive errors are identified by a senior analyst or supervisor and cause a minimum delay in completion of final products.

-Gather appropriate imagery and evaluate it for completeness of target coverage and adequacy of quality. If a critical frame is overlooked, time may be lost in locating the image.

DEGREE C-2 30 points

Employee makes decisions on the application of established procedures and initiates action which affects various organizational units other than the one in which the employee is located. Errors in decisions could easily occur and not be detected until subsequent operations; these could result in loss of time to other units.

The purpose of the work is to provide limited assessments and analysis using primarily conventional methodology in order to prepare preliminary assessments of intelligence significance for use by senior analysts involved in research projects. The timeliness, technical adequacy, and completeness of research and analysis facilitates further analysis. Errors are not obviously detectable and result in delays in the overall project and loss of time to other organizational elements.

EXAMPLE:

-Research data and perform preliminary analysis on a subject which forms a portion of an intelligence product such as a DIA study; or compare a variety of source data for appropriateness to assignments and present findings to senior analyst for review and effect on task objectives. Incomplete research or errors in assessing the intelligence significance of data will cause a delay in the completion and dissemination of the product.

The scope of the work involves monitoring routine reporting and drafting standard collection requirements in accordance with established procedures. Employee uses appropriate tasking formats. Errors would result in ineffective collection tasking to other organizations; errors or omissions could result in incomplete data being obtained or a collection opportunity lost. (In both examples below, errors would result in these problems.)

EXAMPLES:

-Format, ensure compliance with regulatory and procedural requirements, and ensure dispatch within collector-specified deadlines for collection requirements for a specific, detailed source (e.g., Source Directed Requirement).

-Initiate agency response to conventional collection opportunities based on knowledge of standing collection management issues for an assigned discipline or mission area and comparison to Activity's response to a similar opportunity.

DEGREE C-3 50 points

Employee makes independent decisions based on the interpretation of regulations and practices and initiates actions affecting several organizational units. Commitments do not involve interpretation of policy or the setting of precedents but may have an adverse effect upon organizational elements. Errors not only result in delay but in a waste of resources.

The purpose of the work is to gather, analyze and compile data on specific intelligence developments derived from research of data bases, files, journal or imagery. The work may form the basis for an authoritative GMI assessment or Activity position, and errors would cause embarrassment to the organization, delay and a waste of resources to correct the assessment. If the analysis is not timely or accurate, the reworking of the product will cause delays in scheduled production.

EXAMPLES:

-Prepare significant portions of a DIA study which forms the basis for the Activity's position on the assigned subject.

-Attend Army and national level working meetings, present Activity's position on subjects of mutual interest, and make recommendations on joint projects or use of analytical or collection resources that have direct bearing on the conduct of Army and national level programs.

-Responsible for a substantive area of intelligence interest; analysis and conclusions are the Activity's base line data for site details, equipment configuration, or trend assessments.

The employee develops and coordinates Activity standing intelligence collection requirements by consulting with customers to determine intelligence information needs, interpreting applicable regulations and Activity practices, and tasking the appropriate collection activity. Collection actions initiated affect the operations and deadlines of a variety of Army and IC collection operation elements as well as impacting the Activity's share of utilization of national collection resources. The employee has the authority to commit the Activity to supporting particular courses of action within established policies and responsibility parameters in order to accomplish individual collection requirements projects. The employee represents the Activity at a variety of collection requirements working groups. Errors may affect the adequacy of Army intelligence, cause delays in providing products or result in a waste of-time and resources.

EXAMPLE:

-Serve as a member of a collection management working group and present the Activity's/Army's position on clarification of procedures and responsibilities and utilization of existing collection resources.

EXAMPLES:

-The employee develops and coordinates plans, strategies, surveys, and reviews which affect the completeness and efficiency of the Activity's intelligence production efforts. Errors of omission and mistakes may result in a lack of proper funding or other resources, lack of support for Activity positions and needs, and delay in dissemination of completed products.

-The purpose of the work is to orchestrate a wide variety of tasks necessary to accomplish difficult foreign materiel acquisition projects. Extent and effectiveness of employee's ability to assist customers in identifying foreign materiel requirements, transmit technical data to support collection and expedite logistics support services impacts timeliness and adequacy of subsequent intelligence, R&D and operations functions.

DEGREE C-4 70 points

The employee makes decisions and initiates actions which involve the interpretation of policy or the setting of precedents. Authoritative determinations and commitments often involve large expenditures of resources and have a strong impact on major or important intelligence production programs.

The purpose of the work is the development of significant intelligence derived from the analysis of multi-source information on a particular category of equipment or foreign ground forces development, etc. The work makes a major contribution to or sets precedents in the Activity's threat assessment, weapon system research development and acquisition, and operations planning functions. Errors at this level are particularly costly as they are usually only detected upon receipt of new intelligence information and, therefore, cause significant delay or redirection to Activity programs.

EXAMPLES:

-Design a cross-disciplinary project involving decisions on analytical direction and methodologies as well as emphasis areas, affecting both utilization of Activity analytical resources and usefulness of the product to customers.

-Make innovative use of collection resources and responsiveness to collection opportunities to produce evaluation and analysis which makes key contribution to the solution of critical problems.

-Participate in DoD working groups to develop threat requirements sufficient to evaluate new U.S. weapon systems and serves as the Activity's spokesperson.

The employee makes authoritative decisions regarding the Activity's collection needs and requirements. Represents the agency on national committees, subcommittees, and working groups in collection and exploitation matters. Monitors and reviews requirements to determine satisfaction or need to modify or extend them. Errors in judgment adversely affect the Activity's production capability and result in the misuse of resources.

EXAMPLES:

-Monitor and review requirements to determine customer satisfaction or need to modify or extend requirements.

-In representing the agency at national-level meetings, negotiate acceptance of the agency's position and requirements for use of limited national collection assets.

Decisions and actions often form the basis for the development of regulations, procedures and practices for subsequent actions. Employee often recommends commitment of substantial resources, and major improvements to the utilization of resources, sets procedures for the Army or Activity which could determine the ability to accomplish a major intelligence mission or the success of long-term planning abilities.

DEGREE C-5 90 points

The employee makes recommendations and decisions which materially affect the scope and direction of large, complex Activity programs and activities. Commitments may result in the initiation of major programs or the cancellation of existing major programs.

The purpose of the work is to define the scope and direction of Activity research efforts on complex topics and develop new analytical or research methodologies crucial to the mission. Conclusions are accepted as technically authoritative and errors might never be detected and corrective action would be difficult to impossible. The employee's analytical opinions and recommendations directly influence vital policy makers' decisions on current and long-range programs.

EXAMPLES:

-As a senior intelligence expert for the Activity, identify significance of broad emerging technologies to the future mission of both the Activity and of major customers, and make recommendations to Army management regarding allocation of significant resources.

-Approve critical changes to analytical techniques, scope-and design of supporting projects, and procedures for completing cooperative efforts which directly affect the design, validity, and analytical resource requirements for a major Army program.

-Develop multi-sensor imagery analysis techniques for solutions to critical intelligence issues. Recommendations on development of imagery analysis resources and techniques, collection resource specifications, and collection strategies directly impact effectiveness of major agency intelligence production programs.

Employee develops complex collection strategies by identifying the best collector/collection mix and tasking national and theater systems to satisfy a given collection requirement. Recommends major modifications to the exploitation or processing of requirements and on collection-related sections of funding documents (e.g., GDIP documents).

EXAMPLE:

-Determine program contribution to the satisfaction of requirements through use of weighted values.

At this level, the employee's judgments form the basis for many top management policy and long-range program decisions. The employee recommends and interprets national intelligence policies and regulations to resolve issues and conflicts; develops justification and strategy for presenting resource or legislative requests for critical program initiatives which may include representation before top IC bodies and congressional testimony.

DEGREE C-6 110 points

At the highest level of this factor, the employee makes recommendations and decisions which directly affect Army's achievement of both its intelligence and overall mission and may result in major policy changes not only for Army but also to the rest of the IC. Employee has authority, limited only by governing policy and precedent, to commit the Army to a course of action which is directly related to its overall mission.

The purpose of the analyst's work is to identify and evaluate Army's role in both Army's and the IC's GMI production efforts; to plan, conduct, and coordinate long-range intelligence studies relevant to providing Army's policy makers with authoritative intelligence information on which to base their decisions. Employee has the authority to commit the Army to participate in IC programs and major, critical projects. Commitments affect the way Army and DoD accomplish their missions. Recommendations may provide a basis for establishment of national policy.

EXAMPLES:

-Assessments lead policy makers or resource programmers to alter important doctrinal principles or to change weapons or defensive systems development programs.

-Serve as substantive expert and authority for Army programs with broad responsibility for planning and coordinating at the national level and for evaluating impact of external programs and policies on Army's programs.

Employee recommends broad/unique changes and improvements to collection/reporting methodologies and directs the implementation of major, new guidelines for improving exploitation quality and timeliness. Determines the need for collection systems by analysis of scenario-driven collection requirements satisfaction and makes policy recommendations on future systems characteristics and/or procurement.

Coordinates collection activities with U.S. and Allied Defense organizations to ensure interoperability and standardization.

EXAMPLE:

-Recommend broad/unique changes to collection/reporting methodologies and direct the implementation of major, new guidelines to improve exploitation quality and timeliness.

The employee at this level establishes Army-wide positions for broad intelligence production programs, providing oversight and leadership to Army's programs, and major representation to the IC.

This factor includes contacts with persons not in the supervisory chain, and is based on what is required to make the initial contact, the difficulty of communicating with those contacted, and the degree to which the employee and those contacted recognize their relative roles and authorities. Purpose of contacts ranges from factual exchanges of information to situations involving significant or controversial issues and differing viewpoints, goals, or objectives.

DEGREE D-2 15 points

Person-to-person work relationships are a regular and necessary part of the job for either the GMI Analyst or Collection Requirements Manager in order to maintain existing contacts both internal and external to the organization to exchange routine, established information about an intelligence discipline, analytical or collection technique or a subject area. (Staff Officer positions normally begin at the next higher level.)

EXAMPLES:

-Discuss specific imagery signature and technical characteristics.

-Verify OB information in another command or agency.

-Discuss a source-directed requirement, providing information about the type of source and the time frames available.

-Make contacts in DIA to check the current status of collection actions to provide input for a regular office report.-

DEGREE D-3 35 points

The person-to-person work relationships are for the purpose of giving or obtaining information on problems where some explanation or interpretation of facts is required in order to render service, implement regulations and policies, or maintain coordination.

The employee maintains or establishes work relationships to discuss basic analysis conclusions and interpretations of facts and to respond to requests for detailed information pertaining to an intelligence discipline or subject area. Employee resolves mutual and individual concerns, secures and validates information through establishing an information network within the IC.

EXAMPLES:

-Discuss new imagery finding or conclusion and its possible significance at another intelligence or customer activity.

-Attend inter-organizational working groups as a participant in sharing views and opinions on intelligence topics of mutual concern.

Contacts are generally for the purpose of giving or obtaining information on intelligence programs and/or collection techniques and problems.

EXAMPLES:

-Represent the Activity at a working group meeting to discuss the expansion or future utilization of IC collection assets and efficient methods of sharing new intelligence information.

-Coordinate with a variety of DoD/IC elements to orchestrate a wide variety of support actions needed to take advantage of a time sensitive, one-time collection opportunity.

Contacts are to participate in working groups and committees and provide briefings to those with chiefly cooperative attitudes and mutual goals.

EXAMPLE:

- Represent the Activity in an interagency work group on resolving a shared problem (e.g., combating terrorism) in order to provide information and plan coordinated efforts.

-In managing a foreign materiel acquisition project, consult with customers and technical specialists such as collectors, fund managers, security, packaging, safety certification, transportation and inventory experts to determine and fulfill conditions and contingencies, provide or obtain explanations on procedures, and coordinate required support and technical information in order to deliver an end item and control it throughout the life cycle to final disposition.

DEGREE D-4 55 points

At this level, the person-to-person work relationships are for the purpose of giving or obtaining information on non-routine problems requiring not only explanation or interpretation of facts but also discussion of implications and inferences as well as skill in gaining concurrence or persuading the other parties to desired actions.

The analyst discusses unique or unusual analytical problems and addresses estimative analytical conclusions which require concurrence and interagency cooperation in a course of action. Employee must continually seek out new relationships to enhance mission and analytical effectiveness.

EXAMPLES:

-Discuss trends and implications of a series of developments observed on imagery; discuss forecasting methodologies or explains organization's position on the analysis and seeks to obtain concurrence.

-Represent organization at interagency committees and working groups where statements are implied to reflect organization's position, where widely varying views and concerns are evident, and when a joint position must be reached for presentation to decision makers of the agencies.

-Regularly present briefings on critical intelligence issues and seek to obtain acceptance of a controversial intelligence conclusion, support for a mutual intelligence analysis project or concurrence with the Activity's position on intelligence issues.

-Serve as chairperson or leader on interagency committees and working groups. Regularly participate in working groups formed to exchange analysis and projections on intelligence issues in order to develop a joint position. May be called upon to be a seminar leader or panel member.

-Serve as a technical expert in support of treaty negotiations or verification teams. Interpret complex technical issues and implications of alternatives for nonspecialists.

Person-to-person work relationships are for the purpose of giving and obtaining nonroutine information in order to complete complex collection requirements projects or support Activity/Army utilization of national collection programs.

EXAMPLES:

-Present Army position on proposed changes to collection management programs, regulations and procedures.

-Gain acceptance of a prioritized list of collection projects in order to justify program funding.

-Represent and promulgate the Activity's position at Army, national and international conferences regarding non-validation of requirements, classification and releasibility, security implications of sensitive materials and cross-targeting requirements.

Working relationships within Army and with other IC activities are required to coordinate and gain concurrence with program and policy changes and needs.

EXAMPLE:

-Represent and promulgate the Activity's position at Army, national and international conferences regarding non-routine problems including funding shortfalls, non-validated taskings, non-availability of technical exploitation restrictions, and quality control problems.

-Survey extensive customer network for FM exploitation requirements; identify controversial issues and negotiate with project participants to facilitate acceptance of overall exploitation plan's emphasis, priorities and milestones.

DEGREE D-5 75 points

Person-to-person work relationships are for the purpose of discussing policy matters and major changes in program emphasis to provide authoritative advice on their effect and feasibility and to gain the necessary cooperation and support in order to move to implementation. Formal contacts are made to negotiate and resolve controversial program issues of considerable significance to the intelligence program which either cannot or have not been resolved at lower levels. Work usually involves active participation in or leading of conferences and meetings involving problems areas or issues which require a satisfactory solution, a compromise or joint position, or the development of suitable alternatives.

EXAMPLES: (Applicable to all 3 functions)

-Discuss significant conclusions, major positions, policy, or changes in program emphasis; providing authoritative advice on techniques and estimates; and establishing cooperative resolutions to controversial issues.

-Serve as a representative to conferences where recommendations are developed on long-range intelligence programs involving strong differing opinions on direction, policy, program emphasis, and commitment of resources.

-As acknowledged expert, lend significant credibility to Army's position during negotiations to resolve differences of opinion on direction, policy, program emphasis, or recommendations on commitment of resources. Joint positions which result from such meetings normally have significant impact on program development at Army level.

DEGREE D-6 95 points

Person-to-person work relationships are for the purpose of securing acceptance or indispensable support of, or explaining and defending, policies and programs which represent the most controversial or crucial phases of the Army's intelligence programs. Regular personal contacts are typically with high-ranking officials at national or international levels, with executives of large industrial firms or with specific policy makers and senior staff of other Department or the IC. Contacts are necessary to secure support required to implement programs considered crucial to the successful accomplishment of the intelligence programs.

EXAMPLES: (Examples apply to GMI Analyst and Staff Officer positions. The Collection Requirements Management function normally is not performed at this level in a nonsupervisory/ nonmanagerial capacity.)

-Present information and balanced analysis on complex policy questions, and correlate knowledge and expertise with critical objectives to reach solutions of particularly difficult problems that confront the Army. Represent the Army at joint government, industry, and academic symposia, sometimes as the seminar leader or panel member.

-Represent the Army and serve as chairperson on executive-level advisory groups to formulate IC policies and procedures, to identify and set program priorities, and to assure compatibility of DA/DoD efforts. Personally negotiate for the adoption of policies inside the IC and outside (e.g., Congress, major contractors, etc.) required to support particularly crucial Army programs. Contacts include, but are not limited to, senior members of DIA, Central Intelligence Agency (CIA), the Federal Bureau of Investigations (FBI), and the National Security Agency (NSA).

FACTOR E - SUPERVISION RECEIVED

This factor covers the nature and .extent of direct or indirect controls exercised by the supervisor, the employee's responsibility, and the review of completed work. (Examples of this factor are not divided by function and many apply equally to all three functions.)

DEGREE E-2 20 points

Work assignments are well defined and accompanied by pertinent references or regulations. Employee carries out routine assignments independently and may recommend. modifications if the work is new, difficult, or unusual. Supervisor maintains control over work through checking for accuracy, adequacy, and adherence to instructions and is available to provide guidance in resolving difficult issues.

EXAMPLE:

-Follow directions on researching sources and selecting data but may suggest application of an alternative method for arriving at the objective. Supervisor, or senior-graded employee, provides detailed information on intelligence issue to be solved, its relationship to overall intelligence project, methods to be used, and approves completed work.

DEGREE E-3 35 points

Supervisor makes assignments by defining project objectives, priorities, and deadlines, and assists the employee with unusual situations which do not have clear precedents. The employee may confer with the supervisor or a higher-graded employee to obtain further clarification of instructions and work methods, interpretation of Activity policies, or alternative strategies. The employee plans and carries out successive steps and handles intelligence discipline-related problems and deviations in the work assignment in accordance with instructions, previous training, and accepted practices. Finished work is reviewed for accuracy, quality, and compliance with more complex instructions and guidelines.

EXAMPLES:

-Independently establish and maintain appropriate all-source data base for assigned subject area, recognizing when new information is significant enough to require publication, and selecting most appropriate dissemination method to meet customer requirements. The supervisor reviews the product for completeness of analysis, soundness of judgment, and balance of emphasis.

-Analyze data for assigned responsibilities and recognize significant changes. Supervisor reviews the product to ensure that the soundness of the finding has been verified by reference to all appropriate sources and historical records and coordinated within the Activity.

-Prepare information input received from analysts and format data into message form for distribution. Completed message is reviewed for proper format and compliance with directions.

-Employee independently carries out discreet portions of a major foreign material acquisition project for which the project manager has identified the overall strategy and general implementation steps and provides assistance with unusual situations.

DEGREE E-4 55 points

The supervisor provides general direction on overall objectives and resources available to carry out the work, but the employees and supervisors consult to develop projects and deadlines for the work. The employee is responsible for the technical aspects of the work and keeping the supervisor aware of progress and controversial matters. Finished work and methods are reviewed for accuracy, effectiveness and for compliance with complex instructions and guidelines.

EXAMPLES:

-Conduct independent research,. analysis, and product preparation and coordination, keeping the supervisor informed on problems which may impact production deadlines.

-Within the assigned area, suggest a special initiative report, new briefing package, or major revision for a scheduled product to respond to customer interest, outlining a proposed methodology, emphasis areas, and any support resources required. Employee and supervisor agree on suggestion's overall approach and timetable. Employee independently develops project, conducts research, prepares draft, and coordinates product. Supervisor and employee consult to develop strategies for dealing with problems such as differences on potential implication for related subject areas or presentation emphasis which arise during product coordination.

DEGREE E-5 75 points

The supervisor makes assignments in terms of broadly defined missions or functional areas and provides only administrative direction. The employee then has the latitude and responsibility for planning, establishing, developing, and carrying out the programs, projects, studies, or other work independently. The supervisor is kept informed of significant developments. The work is generally considered technically accurate and completed work is reviewed only from an overall standpoint in terms of feasibility, effectiveness and expected results, and for its contribution to the overall program.

EXAMPLES:

-Independently design multiple projects to support the program area, establishing the approach, scope, and emphasis, and integrating substantive contributions from other senior employees.

-Coordinate tasking within the Activity and IC as necessary and coordinate the positions taken in the projects. Consult with the supervisor to resolve highly controversial, significant policy and program issues which arise during the projects.

-Develop and manage highly technical projects in assigned mission area and provide independently obtained status and results to senior and supervisory personnel. Perform with broad authority for unreviewed technical actions which are evaluated by the supervisor for effectiveness of results.

DEGREE E-6 95 points

The employee is assigned long-term, continuing responsibility for intelligence issues critical to the Activity's missions, goals, and policies. The employee selects objectives, plans and methods based on requirements and independent of any review. Broad policy questions or major problems of coordination are resolved in conference with senior personnel. Recommendations for new projects or alterations of objectives are evaluated for such considerations as availability of resources, program or mission goals, or national priorities. Results of completed work are generally considered technically authoritative, are normally accepted without significant change, and are reviewed by supervisor for effectiveness in meeting organization's goals. At this level, the employee is usually regarded as an authority for the particular field, and operates within very general direction.

DEGREE E-7 115 points

At the highest level, the employee is often the most authoritative person for a broad area of intelligence within the Army. Typical assignments are made in general terms and are related to objectives and programs of the Army and the IC, involving virtually no direct supervision. Independence is only affected by changes i n the availability of funds, broad program goals, or national level priorities. Usually, an employee at this level provides technical oversight for the implementation of major Army intelligence programs, or performs as senior adviser to a high level program director with responsibility for coordinating, monitoring, and assessing major program activities and for regularly representing Army at the highest national or international IC levels with authority to commit Army support for mutual efforts, judgments, or IC positions.

Factor C - Scope of Authority and Effect of Decisions

Factor D - Work Relationships

Factor E - Supervision Received

Subappendix A, Scientific and Technical Intelligence Series

Subappendix B, Grade Matrix

Part I

Part II

A. This grade-evaluation guide, unlike most Army Occupational Guides (AOGs), is for use across occupational lines in determining grade levels of scientific and technical intelligence production-analysis, design, and/or modeling duties. Scientific and Technical (S&T) intelligence concerns foreign developments in basic and applied scientific and technical research and development including engineering and production techniques, new technology, and weapon systems and their capabilities and characteristics; it also includes intelligence that requires scientific or technical expertise on the part of the analyst, such as medicine, physical health studies, and behavioral analyses. The following information includes coverage, series definitions, titles, and career paths common to S&T intelligence production positions within the. Civilian Intelligence Personnel Management System (CIPMS).

1. COVERAGE:

(a) This AOG applies to positions responsible for-

(1) Research, review, evaluation, interpretation and analysis of all source intelligence data for the purpose of producing finished S&T intelligence on foreign ground force systems, subsystems, components, related sciences and technologies.

(2) Research, development, modification, maintenance and application of engineering, mathematics and computer disciplines necessary to process, analyze and integrate intelligence data and to mathematically or physically describe and simulate foreign processes, weapons, and/or system.

(3) Analysis of foreign countries' military requirements formulation, research, development and acquisition process/programs for ground force systems and the political/systemic environment leading to ground force systems definitions when the primary focus of the analysis is the assessment of scientific and technical factors.

(b) Of special note to the coverage is the guide's emphasis on analysis, design and modeling. S&T positions in production which have major duties outside those covered by this guide will need to refer to another AOG for grading cri teri a. For example, scientists, engineers, and other specialists in S&T organizations may perform major duties within collections requirement management, staff officer, and other miscellaneous action officer areas. Such duties -are covered as functions in the GS-132 AOG under Intelligence Production.

2. SERIES DEFINITIONS:

This AOG is not intended to affect current practice regarding series classification. Positions classified as to grade by means of this guide will continue to be placed in the most appropriate series as defined by the Office of Personnel Management and the CIPMS "Guide for Classifying GS Positions."

Positions performing analysis, design and/or modeling for the purpose of producing finished S&T intelligence are classified to a variety of series. In many cases, the appropriate series will be one of the traditional academic disciplines such as biology, physics or engineering. In other situations, the work of the position may require knowledge of a combination of two or more disciplines or the application of knowledge characteristic of either of two (or more) disciplines or intelligence functional areas. In such situations, the job related qualifications of the employee (or proposed employee) are usually highly significant in selecting the most appropriate classification series.

Positions which require an up-to-date knowledge in, and the full qualifications of, one or more science or engineering fields such as gained through specific course work normally taught in a college or university are placed in the appropriate science or engineering groups. The scientific and engineering knowledge required in these positions is equivalent to that used and required by scientists and engineers in activities outside of intelligence. Within intelligence, such positions also require knowledge and understanding of the intelligence process. Subappendix A to this AOG provides reference to many of the series for S&T intelligence positions in the Biological Sciences Group, GS-400; Engineering and Architecture Group, GS-800; Physical Sciences Group, GS-1300; and Mathematics and Statistics Group, GS-1500, which represent typical occupation specialties for positions covered by the AOG.

Positions which require a knowledge of the-techniques, principles and processes of intelligence, and which require that the employees have a broad technical background in a discipline(s) but not a current state-of-art knowledge and full qualifications of a scientific or engineering field are classified in the Intelligence Specialist Series as defined by the GS-132 Army Occupational Guide.

3. SERIES TITLES:

Official titles for positions covered by 'this Guide will be those provided in OPM Position Classification Standard for the specific series, with the exception of positions properly classified to the GS-132 Series, for which the official titles are specified by the GS-132 AOG as supplemented by parenthetical titling specified in Part I.B. below.

4. CAREER PATH:

Positions covered by this Guide are in the Professional-Administrative career path.

B. The following information supplements the above discussion to aid in placement and classification of Army positions, and in the understanding of the AOG.

1. EXCLUSIONS:

- Positions which involve the performance of work in the collection, analysis, evaluation, interpretation, and dissemination of information and/or products on political, economic, social, cultural, physical, geographic, medical, or military conditions, trends, and forces in foreign areas which directly affect the national security, but which do not have as their primary focus the assessment of scientific and technical factors are classified by the AOG for GS-132 Intelligence Specialist Series. (The GS-132 AOG portion on Intelligence .Production specifically addresses positions involved in the areas of general military intelligence (GMI) analysis, collections requirements management, and staff officer functions.)

- Positions which involve work requiring knowledge of the principles, concepts, policies, practices and methods of security administration. Security administration functions covered are automation, disclosure, industrial, information, operations, personnel, physical and technical security. Such positions are classified by application of the AOG for the GS-080 Security Administration Series.

- Positions which involve paraprofessional and administrative technician work in support of professional-administrative programs. Such work requires the application of a practical knowledge of procedures, techniques, rules and methods of the work supported, such as those peculiar to the collection, production or dissemination of scientific and intelligence information. These positions typically perform one-grade interval work and are classified in the specialized series that best fits the type of work supported such as, for example, the GS-134 Intelligence Technician Series. Grade level criteria are provided by reference to the OPM position classification standard provided for the series.

- Positions which involve performance of clerical work directly in support of an office or program. Such work requires knowledge of office clerical procedures and requirements to process transactions, maintain records, and compile information auxiliary to the office. These positions perform one-grade interval work and are typically classified in the Secretary (GS-318), Clerk-Typist (GS-322), or other similar series that best provides a recruitment source. The work is evaluated by reference to the OPM position classification standard for the series.

- Positions which serve for student trainees at the pre-professional level are coded to the appropriate GS-XX99 series, such as GS-899 Engineering Student Trainee series. They are classified with this AOG in conjunction with the Guide for Classifying GS Positions, Chapter 3-8.

2. TITLING PRACTICES

The official title for GS-132 Intelligence Specialist positions will include a parenthetical title to further identify the positions. When the majority of the position's time and duties are classified according to criteria in Part II of this AOG, the parenthetical title will be S&T Analyst.

3. DISCAS CODES

The following are common DISCAS (Defense Intelligence Special Career Automated System) codes associated with scientific and technical intelligence analysis functions covered by this AOG. Additional information, definitions and instructions on use of the DISCAS are found in DOD 1430,Z0-M-3, Intelligence Career Development Program.

a. FUNCTIONAL AREAS:

b. OCCUPATIONAL SPECIALTIES:

4. GLOSSARY: Some of the terms used in Part II have specific definitions given below. (The definitions of most terms are from or derived from the "Glossary of Intelligence Terms and Definitions,' published by the Intelligence Community Staff, June 1989.)

a. ANALYSIS- A process in the production step of the intelligence cycle in which intelligence information is subjected to systematic examination in order to identify significant facts and derive conclusions therefrom. (See also intelligence cycle.)

b. ANALYTICAL TECHNIQUE -.Mathematical, statistical and other procedures used to help extract meaningful information from raw data.

c. ASSESSMENT INTELLIGENCE - A category of intelligence production that encompasses most analytical studies; it is thorough in its treatment of subject matter-as distinct from building-block papers, research projects, and reference aids-but unlike estimative intelligence need not attempt to project future developments and their implications; it is usually coordinated within the producing organization but may not be coordinated with other intelligence agencies. (Also see estimative intelligence.)

d. COLLECTION - (1) The exploitation of sources by collection agencies and the delivery of the information obtained to the appropriate processing unit for use in the production of intelligence...(2) Obtaining information or intelligence information in any manner, including direct observation, liaison with official agencies, or solicitation from official, unofficial, or public sources. (3) The act of employing instruments and/or equipment to obtain qualitative or quantitative data from the test or operation of foreign systems. (Also see intelligence cycle.)

e. COLLECTION REQUIREMENT - (1) An established intelligence need considered in the allocation of intelligence resources to fulfill the essential elements of information and other intelligence needs. (2) An expression of an intelligence information need that requires collection and carries at least an implicit authorization to commit resources in acquiring the needed information. (3) A request for discipline-specific collection action to satisfy a specific or general intelligence information need.

f. COMMUNICATIONS INTELLIGENCE (COMINT) -Technical and intelligence information derived from intercept of foreign communications by other than the intended recipients; it does not include the monitoring of foreign public media or the intercept of communications obtained during the course of counterintelligence investigations within the United States. COMINT includes the fields of traffic analysis, cryptanalysis, and direction finding.

g. CONSUMER - An authorized person who uses intelligence or intelligence information directly in the decision making process or to produce other intelligence; synonymous with-Customer and .user.

h. COORDINATION - (1) The process of seeking concurrence from one or more groups, organizations, or agencies regarding a proposal or an activity for which they share some responsibility and that may result in contributions, concurrences, or dissents. (2) In intelligence production, the process by which producers gain the view of other producers on the adequacy of a specific draft assessment, estimate, or report; it is intended to increase a product's factual accuracy, or clarify its judgments, and resolve or sharpen statements of disagreement on major contentious issues.

i. CURRENT INTELLIGENCE - (1) Intelligence of all types and forms of immediate interest to the users of intelligence; it may be disseminated without the .delays incident to complete evaluation, interpretation, analysis, or integration. (2) Summaries and analyses of recent events.

j. DEPARTMENT - Any of the separate services of the Department of Defense., e.g. Department of the Army.

k. DEPARTMENTAL INTELLIGENCE - (1) Foreign intelligence produced and used within a governmental department or agency in support of its own activities and/or in meeting its assigned responsibilities. (2) Intelligence that any department or agency of the Federal Government requires to execute its own mission.

l. ELECTRONIC INTELLIGENCE (ELINT) - (1) Technical and intelligence information derived from foreign electromagnetic noncommunications transmissions by other than the intended recipients. (2) Technical and intelligence information derived from foreign noncommunications electro-magnetic radiations emanating from other than atomic detonation or radioactive sources. Also includes TECHNICAL ELINT (TECHELINT), a form of ELINT that provides detailed knowledge of the technical characteristics of a given emitter, which permits estimation of its primary function, capabilities, and modes of operation (including malfunctions) as well as its specific role within a complex weapons system or defense network.

m. ESTIMATE - (1) An analysis of a foreign situation, development, or trend that identifies its major elements, interprets the significance,. and appraises the future possibilities and the prospective results of the various actions that might be taken. (2) An appraisal of the capabilities, vulnerabilities, and potential courses of action of a foreign nation or combination of nations in consequence of a specific national plan, policy, decision, or contemplated course of action. (3) An analysis of an actual or contemplated clandestine operation in relation to the situation in which it is or would be conducted in order to identify and appraise such factors as available and needed assets, and potential obstacles, accomplishments, and consequences.

n. ESTIMATIVE INTELLIGENCE - A category of intelligence that attempts to project probable future foreign courses of action and developments and their implications for U.S. interests; it may or may not be coordinated and may be either national or departmental intelligence.

o. FINISHED INTELLIGENCE - (1) The product resulting from the collection, processing, integration, analysis, evaluation, and interpretation of available information concerning foreign military capabilities, related technologies, and associated activities. (2) The final result of the production step of the intelligence cycle; the intelligence product. (Also see intelligence cycle.)

p. FORECASTING - Prediction, in the customary sense of assessing the magnitude a quantity will assume at some future point in time. Distinct from estimation that attempts. to assess the magnitude of an already existing quantity.

q. HUMAN INTELLIGENCE (HUMINT): Intelligence information acquired by human sources (as opposed to the use of technical collection systems) through covert and overt collection techniques and open-source data from foreign media.

r. IMAGERY INTELLIGENCE (IMINT) - The products of imagery and photographic interpretation processed for intelligence use; includes the exploitation of collection by visual photography, infrared sensors, lasers, electro-optics and radar sensors such as synthetic aperture radar.

s. INFORMATION- (1) Any communication or reception of knowledge such as facts, data, or opinions, including numerical, graphic, or narrative forms, whether oral or maintained in any medium, including computerized data bases, paper, microform, or magnetic. tape. (2) Unevaluated material of every description, at all levels of reliability, and from any source that may contain intelligence information. (Also see intelligence information.)

t. INTELLIGENCE - (1) A body of evidence and the conclusions drawn therefrom that is acquired and furnished in response to the known or perceived requirements of customers; it is often derived from information that is concealed or not intended to be available for use by the acquirer; it is the product of a cyclical process. (Also see intelligence cycle.) (2) A term used to refer collectively to the functions, activities or organizations that are involved in the process of planning, gathering, and analyzing information of potential value to decision-makers and to the production of intelligence as defined above. (3) The product resulting from the collection, collation, evaluation, analysis, integration, and interpretation of all collected information.

u. INTELLIGENCE COMMUNITY (IC) - The aggregate of the following executive branch organizations and agencies involved in intelligence activities: the Central Intelligence Agency (CIA), National Security Agency (NSA),-Defense Intelligence Agency (DIA); offices within the Department of Defense for the collection of specialized national foreign intelligence through reconnaissance programs; the Bureau of Intelligence and Research of the Department of State; intelligence elements of the military services, the Federal Bureau of Investigation, the Department of the Treasury, and the Department of Energy; and staff elements of the Office of the Director of Central Intelligence.

v. INTELLIGENCE CYCLE - The process by which information is acquired and converted into intelligence and made available to customers. There are usually five steps in the cycle:

w. MEASUREMENT AND SIGNATURE INTELLIGENCE (MASINT) - Scientific and technical intelligence information obtained by quantitative and qualitative analysis of data (metric, angle, spatial, wavelength, time dependence, modulation, plasma, and hydromagnetic) derived from specific sensors for the purposes of identifying any distinctive features associated with the source, emitter, or sender and to facilitate subsequent identification and/or measurement of the same.

x. MEDICAL INTELLIGENCE (MEDINT) - (1) Medical scientific, technical, and biological intelligence that assesses and predicts technological advances of medical significance, to include defense against chemical, biological, and radiological warfare; it applies to both tactical and strategic planning and operations, including military and humanitarian efforts. (2) Intelligence related to all aspects of foreign natural and manmade environments that could influence the health of military forces. (3) Assessments of foreign medical capabilities in both military and civilian sectors.

y. MILITARY INTELLIGENCE (MI) - Intelligence on any foreign military or military-related situation or activity that is significant to military policy making or the planning and conduct of military operations and activities.

z. MISSION AREA - A broad scope aggregate of an activity or agency's S&T intelligence subject areas. Generally an activity's S&T intelligence mission will consist of several mission areas to which the activity or agency has committed a substantial percentage of its analytical resources.

aa. MODEL- A mathematical description or physical clone of a weapon, system, or process in a static environment.

bb. PRODUCT - (Z) An intelligence report disseminated to customers by an intelligence agency. (2) In SIGINT usage, intelligence information derived from analysis of SIGINT materials and published as a report or translation for dissemination to customers.

cc. PRODUCTION- The preparation of reports based on analysis of information to meet the needs of intelligence users (consumers) within and outside the Intelligence Community. (Also see intelligence cycle.)

dd. PROGRAM - Major, ongoing, long-term mission areas for an individual Intelligence activity or agency.

ee. PROJECT - Short term intelligence production or production support undertaking.

ff. RADAR INTELLIGENCE (RADINT) - Intelligence information derived from data collected by radar.

gg. SIGNALS INTELLIGENCE (SIGINT) -Intelligence information derived from signals intercept comprising, either individually or in combination, all communications intelligence (COMINT), electronics intelligence (ELINT), telemetry intelligence, and Foreign Instrumentation Signals Intelligence (FISINT).

hh. SIMULATION- Mathematical description of a weapon, system or process operating in a dynamic environment.

ii. SUBJECT AREA - A discrete portion of an activity's S&T intelligence mission coverage.

jj. TECHNOLOGY TRANSFER - All movements of advanced US and equivalent Western technology and equipment that enhance the military and economic capabilities of recipient countries that have implications for US national security.

kk. THREAT - The military, economic, and political capabilities of a foreign nation or entity coupled with the current or potential aggressive intentions to use such capabilities to undertake any action whose consequence would be detrimental to the interests of the United States.

a. Grade level criteria in this guide must be applied in conjunction with the CIPMS Primary Grading Standard and i n accordance with the principles and procedures described in the CIPMS Classification. Procedures Guide for GS Positions. Not all aspects of assignments are discussed. Work examples are not all inclusive but have been provided for assistance in comparing an individual position's assignments and responsibilities to the grade band and factor degree descriptions.

b. The grade conversion chart on the following page is copied from the Primary Grading Standard for Non Supervisory Positions. It is for use in converting total points to grade levels for positions graded by this guide. The grade matrix in Part II, Subappendix B, illustrates one way many of the factors might be combined to reach grades GS-5 through GS-18.

c. The grade band chart following the grade conversion chart illustrates the normal CIPMS grade bands. is copied from AR 690-13, and was used in forming the grade band descriptions in Part II.

CIPMS GRADE CONVERSION TABLE EOR NONSUPERVISORY POSITIONS

This chart converts total point values assigned by application of the standard to all non-supervisory positions to grades GS-1 through GS-18.

Five distinct but interrelated major duties have been identified as common to the complex process of S&T intelligence production. They are: research and collection, analysis, production and dissemination, program management and representation and liaison. This section describes these five common functions and some of the most important and characteristic tasks supporting each of them. The information is arranged by levels of the professional-administrative grade band.

ENTRY LEVEL (Includes GS-5 through GS-9 grade levels.)

1. Research and Collection

Conducts research on well-established S&T intelligence topics in support of a larger analytical effort. Locates, selects, compiles and organizes S&T data for senior analysts in response to progressively less specific directions on sources, factual categories of data to be investigated, technical analysis techniques to be employed and formats for reports. In design and modeling, uses detailed descriptions of the physical systems and other available data for direct input to models for which example models provide the baseline. Applies an increasing level of scientific, engineering or technical knowledge and experience in selecting information and determining significance of data in order to maintain hard copy or automated data files for an assigned subject area. Identifies obvious information gaps and provides input to the formulation of collection requirements.

2. Analysis

Performs basic analysis by correlating data from a limited number of sources and/or by application of limited and conventional scientific, engineering or technical concepts. In design and modeling, uses the model(s)-to perform routine tests and quality control checks in working with parts of weapon systems or specific applications of technologies. Compares reported data on operation of a conventional equipment subsystem to known operational parameters, using basic principles, concepts and techniques of an engineering specialty, scientific discipline or technical analysis area.

Initially prepares a basic technical assessment of the validity of the reported data; as experience is acquired, employee is expected to propose preliminary assessments of intelligence potential of the newly reported raw information. As employee progresses through the grade band, the work' requires more complete evaluation and interpretation of data from various standpoints such as probable validity of the reported data on equipment performance, configuration or technology application when evaluated by appropriate engineering, scientific or technical principles, accuracy, relationship to other data, pertinence and significance.

3. Administration and program Management

Provides input regarding project and workload planning to senior analysts and supervisor. Implements basic security guidelines and procedures. As incumbent gains experience, employee is expected to coordinate with other analysts and personnel providing support services as necessary to complete work projects. In working with contractors, employee follows contracting procedures, identifying potential problems and improvements. At the higher grade levels of the band, may provide training and assistance to other employees, such as in the use of organizational data bases and automated data processing (ADP) operations.

4. Production and Dissemination

Prepares input for inclusion in scheduled or unscheduled intelligence products. Initially assigned portion of report updates information in factual categories such as some technical specifications or performance of variant models of equipment, confirmation of institutional affiliations of personalities, results of manipulation of data using conventional analytical or mathematical processes. Hay. contribute to desk level informational briefings. At more advanced levels in band, incumbent devises methods of presentation and compilation of data by developing and selecting charts, statistical tables, photographs, and other material to illustrate effectively or supplement significant features in the specialty field. Employee begins to identify appropriate consumers and recommends dissemination of pertinent analysis.

5. Representation and Liaison

Initially attends working groups as an observer and to begin building network of peers at principal customer activities. As more experience is acquired, may contribute information on results of personally performed S&T analysis and routine processes, or may demonstrate completed model s. At the higher levels Of the band, accompanies supervisor or senior analyst to visit customer agencies for discussions of specific requirements, or to coordinate with DIA, customer or other intelligence activities on such matters as analytical approach, coverage and treatment of subject.

FULL PERFORMANCE (Includes GS-1O through GS-13 grade levels.)

In addition to duties described at the entry level, employees in this grade band are expected to perform a majority of the following duties:

1. Collection and Research

Conducts comprehensive research on complex S&T topics, either independently or as part of a larger analytical effort. Determines research methodology and work approach, tests and revises it as appropriate. Establishes the validity of new intelligence data by comparing and contrasting information from different sources using appropriate scientific, engineering or technical methods. Creates and modifies necessary data files and manipulates data to develop responses to a wide range of complex intelligence tasking. In modeling, modifies and expands model(s) for a baseline or improves current mathematical model accuracy and realism in working with whole weapon systems or technologies (e.g., artillery, electronics). Identifies intelligence gaps and prepares detailed specifications for collection or changes to standing requirements, based on knowledge of collection systems.

Endeavors to determine technical .omissions, discrepancies and. reliability of all sources of material by applying known technical constraints on equipment operation or technology application, and extrapolating from established data on foreign equipment characteristics, foreign R&D and production capabilities.

At the higher level of grade band may serve as a project leader, integrating multiple inputs, and/or directing and assessing progress of research efforts of lower-graded analysts.

2. Analysis

Progressing through this band, the work assignments cover increasingly broad and more technically complex intelligence analysis in advanced areas of investigation pushing into new frontiers. Performs basic and estimative analysis using a wide variety of sources. Develops and modifies appropriate analytical methods and applies sophisticated techniques to the analytical process. In modeling, performs and reviews new or complex verification and production runs, identifying and correcting shortfalls. Insures that assessments are technically accurate, adequate and address requested needs. Directs efforts of lower-graded analysts and reviews their work for soundness of conclusions.

3. Administration and Program Management

Provides on-the-job training and substantive guidance to lower-graded analysts on all aspects of the work. Plans work approach for projects. Delineates and prioritizes tasks for junior analysts. Identifies resource requirements and shortfalls to supervisor. Insures implementation of security guidelines and procedures. Reviews team products for adherence to decompartment/releasability criteria. May act as Contracting Office's Technical Representative (COTR), preparing statements of work, and other documentation, discussing changes and appropriate techniques with the contractor and supporting the Contract Officer in negotiations. Advises through the chain of command on important developments in foreign technology having impact on US Army mission and programs. Progressing through the band, the employee effects coordination with decreasing involvement of supervisory personnel.

4. Production and Dissemination

Prepares, produces and disseminates both scheduled and unscheduled intelligence products such as briefings, studies, estimates and assessment memoranda with complete documentation. In concert with supervisor and tasking agencies, identifies audience for products. Briefs and advises superiors on the intelligence position to be taken based on personal evaluation of information received, or need for special or unscheduled research or collection projects based on accumulated data or significant unreported. information. At more senior level, knows most appropriate customers and ensures production satisfies their priority needs. Recommends distribution based on this knowledge. As incumbent progresses through level, advises management on the development of specific tailored products to respond to customers' needs.

5. Representation and Liaison

Represents activity in working groups and committees as substantive authority in subject area. Initiates analytical contacts to enhance mission effectiveness. At higher grade levels represents activity/Amy at national and international fora. Coordinates with originating elements and other intelligence activities on matters of approach, coverage and treatment.

EXPERT (Includes GS-14 and GS-15 grade levels. )

Defines analytical topics and initiates comprehensive and/or creative research efforts on complex topics as related to extensive or speculative analytical projects. Oversees multi -team efforts insuring integrity of methodologies and approaches across the teams. Work involves assignments of extreme difficult and technical complexity in advanced areas of S&T investigation.

1. Research and Collection

Identifies requirements for new data bases and information sources. Develops new research methodologies. Defines overall analytical objectives in relation to existing or proposed policy and identifies analytical resources. Attempts new approaches to the solution of existing problems to include the use of new or different collection results.

Investigates all pertinent data sources, including new sources not previously used for the specific area. Works with collection requirements managers to oversee technical development of comprehensive collection plans to address intelligence gaps.

2. Analysis

Defines critical intelligence topics. In modeling, individual has a thorough understanding of all aspects of assigned models that are built using complex concepts. Develops new models or significantly improves current models. Assesses available information. Initiates long-range analytical assessments. Evaluates resulting assessments in light of policy. objectives. Produces a thorough analysis of the subject matter and all related areas. Analysis is recognized for its logical, well-developed methodology and is characterized by innovative, integrative approaches to solve highly complex subject matter issues. Establishes new technical analysis approaches and methods which are frequently adopted by other analysts working in the field.

3. Administration and Program Management

Evaluates impact of security policies, such as releasability criteria, on organization effectiveness. Performs long-range planning in support of existing and projected organizational mission requirements. Makes assessments on overall resource capability to answer existing or projected requirements; forecasts resource shortfall. Program plans are well-developed and account for potential difficulties with alternative solutions/approaches. Nay act as COTR, evaluating contractor performance for complex contracts, identifying needs for major changes and aiding on negotiating such changes.

4. Production and Dissemination

In addition to the production and dissemination of the product described at full performance level, expert analysts evaluate the most complex sensitive intelligence products and insure other substantive accuracies. Establishes intelligence position to be taken. Briefs projects to major customers. Based on intimate knowledge of customer needs, incumbent can readily tailor products.

5. Representation and Liaison

In addition to representation function as described in full performance level, analyst is often senior representative of the activity with full authority to establish activity intelligence position at customer hosted meetings and intelligence community forums. Is a recognized authority in assigned subject areas within the intelligence and customer communities. Develops a broad network of recognized authorities. Integrates multiple customer requirements through direct contact and develops approach to satisfy them.

SENIOR EXPERT (Includes GS-16 through GS-18 grade levels.)

In addition to duties at the expert level, employees identify requirements for new, substantial research efforts in areas of departmental/national interest and are involved with organizing, developing, and executing the response to critical analytical programs designed to satisfy national/departmental level requirements. Employees serve as a technical authority for the department.

1. Research and Collection

Establishes policy related to collection sources and their applicability to the analytical process. Identifies and/or assesses new or proposed research methodologies (including modeling and simulation) as they relate to the satisfaction of nation/departmental requirements.

2. Analysis

Oversees extensive multi-team or multi-organizational research projects and ensures integrity of analytical results. Functions as final subject matter expert and review authority for organization. Reviews and determines the accuracy of analyses when differing analytical opinions exist within the organization. Establishes or redirects organizational efforts in addressing national level intelligence issues and assessments.

3. Administration and Program Management

Proposes guidelines for organization's long range planning. Provides advice to command group(s) on what technical programs should be incorporated into the long range plans. Reviews and recommends approval of program proposals responding to critical customer requirements.

4. Production and Dissemination

Identifies and evaluates activity's role in overall Army and intelligence community production efforts. Oversees the activity's or department's technical programs for meeting customer needs, including responsibility for initiating and terminating mission programs.

5. Representation and Liaison

Identifies need within the intelligence community and recommends the establishment of national and international level standing and ad hoc committees. Regularly represents organization as a recognized senior technical advisor/expert at levels through the Congressional level and at both national and international meetings.

Subsection 1. Background Information

Scientific and technical intelligence analysis is the process of determining the characteristics of current foreign military systems and predicting future capabilities and battlefield effectiveness of these systems. In performing analyses, the employee applies knowledge of scientific, engineering or technical principles; foreign military systems; research, development and acquisition processes; political, economic and cultural conditions; military planning and decision making factors; and combat operations to ascertain the nature of foreign countries current and future military plans and materiel developments.

The scientific and technical intelligence analyst identifies all data sources which could yield potentially relevant .information for the functional area being assessed and initiates appropriate action to collect this data. Where intelligence gaps exist, the analyst works with the collection requirements manager and with collectors at department and national collection organizations to define and implement aggressive and sometimes innovative collection strategies to collect information to bridge these gaps. For situations where the collection disciplines (Human Resources Intelligence-HUMINT, Signals Intelligence-SIGINT, Communications Intelligence-COMINT, etc.). do not yield the required data, the analyst can develop analytical tools such as models and simulations to bridge information gaps. The analyst continually evaluates the value, relevance and validity of incoming data to the assigned intelligence subject area and customers' requirement. The analyst continually assesses data as it is acquired to determine its impact on the activity's established or developing position on relevant intelligence issues in the assigned subject area. The analyst postulates questions such as: "Is the weapon system more capable than previously thought?", "Is the military technology mature and ready for incorporation into a system?" "Is the new weapon system further along the development cycle than previously assessed?" Is the countermeasure less effective than an earlier analysis determined?"

Scientific and technical intelligence analysis requires an intelligence analyst to apply knowledge of the collected intelligence data, scientific, engineering or technical principles, weapon technology, combat environments, tactics, and political, economic and cultural conditions to develop an assessment of foreign nations' military intentions and the capabilities, limitations and vulnerabilities of their military systems or processes. Research to support this analysis usually requires working with US and allied specialists within the academic and military communities, military systems development organizations, government and private industry laboratories, and intelligence community. Predictions of future developments require the analyst to understand and apply forecasting techniques. This often includes the development and use of complex models and simulations (see Part II.C.) and the integration of analyses of many diverse subjects. Within the intelligence and military communities, skilled personnel work together to insure that intelligence is both accurate and represents the best assessment that can be developed with the available data.

The scientific and technical intelligence analyst is concerned not only with the accuracy and quality of the intelligence assessment but also with the most effective means for communicating analytical results. The analyst works with customers, task monitors (for example, DIA desk officers), departmental staff personnel and activity management to determine the product that satisfies the largest number of priority customer requirements. Finished intelligence products include one-on-one discussions with senior national policy makers;-presentations to an international forum such as' a NATO conference, preparation of detailed technical papers on foreign military system characteristics and performance parameters to aid in the development of US countermeasures, tailored reports for combat developers to direct planning for future US military materiel, performance effectiveness analyses for operational commanders, and many others. Audiences for these products are equally diverse and include Department of Defense and Army R&D communities to national level policy makers.

Analysts regularly represent their activity or department 'as subject matter experts in their functional areas on national and international committees and at intelligence community working groups. It is not unusual for an analyst employed at an intelligence production activity to represent the Army as the Army's expert in a very complex and significant scientific and technical intelligence subject. Such representation is a result of an individual's expertise and community recognition of that expertise rather than assignment to any position in the department hierarchy. When serving as activity or department representatives, analysts present their own technical information and assessments, arrange for acquisition of data from other activity or department personnel, or provide technical information and support to decision makers in treaty negotiations. They provide tailored intelligence which requires an in-depth understanding of the working group, task force or committee objectives, customer requirements, available intelligence findings from the intelligence community. Frequently an analyst must develop and carry out a unique production effort to satisfy such diverse requirements.

Some analysts use contractor resources to assist in the intelligence analysis process. When acting as the Contracting Officer's Technical Representative (COTR), an analyst identifies the analytical support processes and techniques to be acquired, prepares justification to acquire and utilize appropriate funding sources, develops technical specifications which describe what the contractor must do and criteria to evaluate selection of a contractor and support the contract negotiation process. After the contract award, the analyst monitors the contractor to assure that the contractor is performing according to the technical specifications and that conditions requiring modifications to the contract are acted upon. The employee is responsible for assisting the contracting officer in. the process of acquiring cost and operationally effective technical support from private contractors.

Analysts meet regularly with personnel from the Defense Intelligence Agency (DIA); Major Subordinate Command (MSC) and Major Command (MACOM) headquarters; Headquarters, Army Office of the Deputy Chief of Staff for Intelligence (ODCSINT); other intelligence community agencies and customer activities to understand both tasking requirements and priority customer specific needs for intelligence support. After completion of an. intelligence product, the analyst is expected to maintain contact with major customers to determine how the product has been received, which requirements have been satisfied and the intelligence gaps that still exist. Full performance and expert analysts are expected to recommend production plans to their supervisor, based on these discussions with major customers and are expected to target their intelligence production to achieve 'maximum satisfaction of the customers' intelligence requirements.

FACTOR A - ESSENTIAL KNOWLEDGES: This factor measures the nature and extent of information or facts that must be understood to do acceptable work (e.g., steps, procedures, practices, rules, policies, theories, principles, and concepts) and the nature and extent of the skills needed to apply these knowledges.

A-5 ESSENTIAL KNOWLEDGES 40 POINTS

Knowledge of basic engineering, scientific or technical principles, concepts and methodologies such as would be acquired through a baccalaureate educational program, or its equivalent in a military occupational specialty, experience, training or independent study.

AND

Ability to use professional journals, computer data bases, and hard copy files, in order to follow a research strategy developed in consultation with a senior analyst, and select and compile data pertinent to the assigned task.

AND

Skill in analytical reasoning and ability to communicate factual information clearly, both orally and in writing in order to prepare and produce intelligence products. Skill-in applying scientific, engineering 'or technical subject knowledge and basic S&T intelligence analytical techniques to carry out assignments, analyses, and operations of limited scope and complexity.

EXAMPLES:

- Employee researches a variety of readily available sources, selects and categorizes pertinent factual information to maintain all source data files for assigned subject area, for example, R&D organizations and personalities, technology field, parametric data on equipment subsystems or subsystems capabilities.

- Employee compares imagery to standard keys and identifies potential variations from established signatures.

- Employee evaluates the accuracy and pertinence of intelligence information on a reported capability of a weapon subsystem by applying basic engineering or scientific principles. Evaluation is used to update data bases or finished intelligence reports.

-Employee runs a model/simulation with different data sets and provides results to senior analyst for interpretation.

A-6 ESSENTIAL KNOWLEDGES 60 POINTS

Knowledge of the principles, concepts and methodologies of a subject area as described in previous level which has been supplemented either by (a) skill in manipulation and analysis of scientific, engineering or other technical intelligence data gained through job experience or (b) expanded scientific, engineering or other technical subject matter knowledge gained through relevant graduate or specialized study and/or experience to permit independent performance of non routine recurring assignments.

AND

Knowledge of conventional S&T intelligence analysis principles and techniques. Knowledge of the intelligence mission and substantive functions of the activity and organizational element to which assigned sufficient to apply scientific, engineering or technical intelligence analytical methods as directed to an assigned subject area.

AND

Knowledge of the mission and functions of customer activities in order to select potentially-significant information from incoming raw intelligence data, continue standard analytical approaches and target subject coverage to meet established customer requirements.

EXAMPLES:

- Employee establishes and maintains all source data files for an assigned subject area. Analyzes incoming raw intelligence data to select information of potential intelligence significance and prepares a current intelligence item or portion of a larger product in response to established customer requirements.

- Employee prepares preliminary analyses of imagery data based on specific trends and compilation of equipment or site details.

- Employee updates or modifies substantive processes in existing simulations or models to accommodate a revision in an analytical position and/or relationship.

- Employee uses independent judgment on product content and method of presentation to prepare technically accurate current intelligence articles and briefings on assigned subject area. Prepares input for assigned portions of intelligence studies.

-Employee uses established model and interprets results to aid in the analysis of the assigned subject area (e.g., artillery, electronic warfare, missiles and space, etc.).

A-7 ESSENTIAL KNOWLEDGES 80 POINTS

Knowledge of a wide range of principles, concepts and methodologies of an engineering, scientific or technical intelligence subject area such as would typically be gained through relevant graduate or specialized study and/or experience requiring the application of this knowledge to difficult and complex work assignments. Specific and detailed knowledge of an assigned type of weapon system or category of equipment, or science, technology or technical intelligence discipline and broad knowledge of related subject areas in order to evaluate data and identify trends in foreign equipment, weapons,' science or technology developments.

AND

Knowledge of a wide range of principles, concepts and methodology of S&T intelligence analysis in order to develop innovative intelligence analysis projects, .extrapolate from questionable or incomplete data, validate analytical conclusions, and integrate contributions from other analysts in order to prepare finished intelligence products, including forecasts and overall capabilities assessments.

AND

Knowledge of the intelligence community, and of the mission and functions of customer activities; knowledge of the goals, objectives, management and administrative policies of the activity and organizational element to which assigned, in order to identify significant intelligence trends within assigned subject area, propose new or revised analytical projects to meet customer requirements, and coordinate dissemination of finished products.

EXAMPLES:

- Employee projects changes in foreign military force capabilities and direction of foreign materiel research and development efforts to produce and disseminate finished intelligence products, including integrated studies and briefings.

- Employee evaluates foreign S&T developments and trends in the life sciences, including biological warfare developments, medical defensive measures and medical biotechnology in order to produce responsive quality intelligence products.

- Based on complex multi-sensor data, employee assesses subtle configuration and pattern differences, indications of equipment capabilities, deployment patterns or site analysis factors of intelligence value to prepare comprehensive imagery analyses.

- Employee works with collection requirements managers to initiate changes to established collection requirements statements. Develops technical requirements for an innovative collection strategy based on analysis of critical information gaps, technical capabilities of appropriate intelligence disciplines and available collectors and technical parameters of the target.

- Employee prepares statements of work for complex S&T intelligence analysis support functions. Performs technical evaluations of contractor proposals. Continually monitors contractor performance, identifies corrective actions.

- Employee performs weapon systems analysis to determine capabilities and performance, signatures, deployment and employment and vulnerabilities.

- Employee identifies technical objectives for exploiting a foreign end item of major equipment subsystem, and negotiates with technical experts at other governmental activities to combine test objectives for most economical and efficient exploitation. When monitoring project, employee applies knowledge of engineering, scientific or technical concepts and methodologies to evaluate proposed test plans, analyze preliminary results and recommend approaches to extend or revise test methodologies to achieve desired objectives, For controversial or significant exploitation project results, employee prepares analysis and reports targeted to particular customer requirements.

A-8 ESSENTIAL KNOWLEDGES 95 POINTS

Expert knowledge of the principles, concepts and methodologies of a very broad and complex engineering, scientific or technical intelligence subject area and of integral political, economic and cultural factors, such as would be acquired through extended specialized research, study and experience in order to define critical intelligence issues and produce innovative, estimative scientific and technical intelligence.

AND

Expert knowledge of the full range of S&T intelligence analysis principles, concepts and methodologies in order to develop major program initiatives or design important new analytical methods applicable to broad intelligence mission areas.

AND

Expert knowledge-of activity, intelligence community and customer mission, policy agenda, program goals and operations, in order to identify long range directions and resource requirements, initiate new projects, determine progress and evaluate effectiveness for major activity mission areas or programs.

EXAMPLES:

- Employees with this level of knowledge typically provides expert technical advice and consults with top management of the Activity on matters related to a complex, rapidly changing scientific and technical intelligence mission area.

- Employee uses expert technical and analytical judgment to design, develop, apply and validate innovative methodologies for solving a variety of the most difficult scientific and technical intelligence problems.

- Employee regularly participates as recognized technical advisor/expert on a critical intelligence subject area at national and international meetings. Provides significant technical input and offers direction and solution to national intelligence issues and problems.

- Employee develops new complex technical imagery analysis techniques to make maximum use of the full spectrum of collected imagery data.

- Employee serves as the technical manager for exploitation of a complex weapon system, which has major intelligence interest for multiple customers and tri-service and/or international involvement. Employee negotiates with representatives of other interested agencies to develop an integrated exploitation plan to satisfy critical intelligence, R&D and operational requirements for very complex, advanced technology objectives where equipment resources are limited. For unanticipated test. results, analyst employs state-of-the-art concepts and advanced theories to develop innovative methods for establishing repeatability or designing alternate testing methods.

A-9 ESSENTIAL KNOWLEDGES 115 POINTS

Mastery of the principles, concepts and methodologies of a very broad and complex engineering, scientific or technical intelligence subject area and of integral public policy issues; extensive knowledge of total Army force planning and materiel development requirements in order to identify, recommend and negotiate for utilization of Army resources to accomplish long range intelligence community S&T intelligence programs.

AND

Mastery of S&T intelligence analytical methods and concepts; ability to theorize on the direction of long range S&T intelligence program requirements and conceptualize new analytical strategies, policy and requirements.

AND

Extensive knowledge of inter-departmental S&T intelligence requirements and capabilities in order to establish or redirect departmental efforts in addressing national level intelligence issues and assessments.

EXAMPLES:

- Employee is the senior department consultant or advisor on department-wide critical intelligence issues assigned the responsibility to develop and defend department positions on these issues in national or international level forums.

- Employee meets regularly with senior (general officer or equivalent) level representatives of major intelligence customers to design department-wide programs responsive to their priority intelligence production requirements.

- Employee serves as the final department technical expert to resolve differences in analytical positions at the request of the senior department intelligence officer.

FACTOR B - GUIDELINES: This factor measures the nature of the guidelines used (e.g., regulations, procedures, precedents, methods, techniques and other guidelines which govern the work), and the degree of interpretation required of these references, including the elements of judgment and originality.

B-2 GUIDELINES 25 POINTS

Available guidelines include advice from senior analysts, previous publications on assigned and related subject areas, user manuals for computer programs and the established general principles, methods and procedures of the engineering, scientific or technical discipline employed. Administrative guides typically include activity manuals on formats for intelligence products, application of security regulations, and other general Standard Operating Procedures (SOPs).

Assignments normally require selection from and application of conventional engineering, scientific or technical intelligence subject principles and methodologies and established analytical techniques. Previously published intelligence products on assigned or related subject area provide an analytical base.

Some technical judgment is required to select an appropriate computation formula or analytical technique. Although both intelligence and technical data necessary to complete assignment are readily available, limited interpretation of results or analytical judgment is required to reach a conclusion or assessment of the technical soundness of the data. Tasking requiring deviation from established production procedures or which lack adequate guidelines are referred to the supervisor or senior analyst.

EXAMPLES:

- Background research assignments require selection of data bases from several possibilities, where instructions for use are normally straight forward and menu driven. Employee can access files easily and the information is clearly identified.

- In interpreting the accuracy of reported intelligence on a subsystem feature, employee chooses appropriate standard engineering principles and selects existing data on the major system from which to derive analysis.

- Employee derives security classification of contributions from related source material and maintains a classification audit trail to insure protection of data and sources.

- When locating an item on imagery, employee refers to readily available signature keys, reference imagery or detailed descriptions of key configuration characteristics. Employee refers significant deviations from established signatures to supervisor or a senior analyst.

B-3 GUIDELINES 50 POINTS

In addition to guidelines described at the lower level, guidelines available and regularly used include specialized principles, concepts, methods and procedures of the engineering, scientific or technical discipline employed, DOD regulations on intelligence operations-and S&T intelligence production, production tasking documents, collection requirements documents for assigned subject area and technical specifications for computer programs or models.

Technical or analytical approach used in existing studies or previous projects on subject area is usually not directly applicable to intelligence production tasking assigned. Employee is required to use considerable technical judgment to modify conventional analytical approaches or technical evaluation methods to the specific requirements of the assignment and to select the format, structure and development of the finished intelligence product appropriate for the intended audience. Employee's analysis may serve as input for a change in the Branch's analytical approach to the subject.

EXAMPLES:

- Given a problem or intelligence gap, the employee is able to research existing data files, determine what to look for and most likely places to locate most of the available information and/or obtain necessary new information.

- Employee uses previous intelligence products on assigned or related subject areas as a general guide, but makes modifications in analytical approach and method of presentation based on experience and understanding of analytical procedures and a knowledge of specific customer requirements.

- Employee uses signature keys, historical data on target equipment and tasking documents which provide general guidelines for assignments. Employee must combine imagery analysis concepts and techniques with a basic understanding of the equipment's technical operating characteristics to delineate configuration details which deviate from reference materials.

- Employee selects from previously developed models or simulations, and adapts them to assigned task; analyzes results and recommends changes or modifications.

B-4 GUIDELINES 70 POINTS

In addition to administrative guidelines described in lower level of this factor, guidelines regularly applied at this level consist of long term activity production objectives and local or higher echelon intelligence production policy. Regulations and policies on security matters such as sanitization of intelligence sources or releasability of information are available but are stated only in very general terms.

Technical guidelines include current literature on developments i n specialized areas of the engineering, scientific or technical discipline employed. The number, variety and complexity of technical and general publications and sources on assigned subject and related areas, pertinent engineering, scientific or technical intelligence analysis principles, concepts and methodologies, computational techniques and analytical models from which to select are significantly greater than the previous level. Since analytical problems are defined in very general terms and available data is normally questionable or incomplete, the employee must continually use significant judgment to research sources, select the appropriate analytical method and extrapolate from or interpolate to data to reach analytical conclusions. Employee uses innovation and resourcefulness, regularly deviating significantly from previous studies or projects on subject area to produce targeted intelligence. The analyst's judgment on the value of data supporting analytical conclusions is normally accepted by the supervisor.

EXAIMPLES:

- The employee develops an innovative strategy to generate targeted information on a subject which is very difficult to collect: for example, the subject is an emerging technology, no previous intelligence exists in the area, the subject has wide-ranging applications, and specific foreign military programs incorporating the technology must be identified.

- Employee determines that a topic warrants production of an initiative study or briefing, obtains approval for the project and prepares a finished draft. Content, format, and analysis are original. Employee recommends expanded distribution based on knowledge of customer requirements.

- Employee determines data sanitization criteria and develops a method of presenting the data that reaches the widest appropriate audience at the most useful classification level.

- Imagery analyst uses tasking documents and guidance statements on critical intelligence issues as references for planning and carrying out continuing analysis for a key area of intelligence interest or category of equipment. Analysis of subject area requires innovative employment of collection assets based on knowledge of imagery analysis techniques and collection capabilities.

B-5 GUIDELINES 95 POINTS

Army and intelligence community policy guidelines for assigned program areas are very general and stated in terms of broad national policy goals and implementing objectives. The employee continually uses expert judgement to interpret and apply the intent of policy guidelines and to integrate the program goals and policies of customer and supporting organizations in order to develop analytical directions and S&T intelligence production objectives for assigned subject or program area. Often the employee must develop new operational guidelines for implementing cooperative working relationships among several activities to carry out innovative intelligence production projects.

Because the subject of assigned intelligence analysis projects involve substantially extending current engineering, scientific or technical intelligence subject theory and concepts, employee regularly departs from established practices to develop new or significantly enhanced analytical approaches and methods which are subsequently utilized by other analysts within the community. At this level, an employee continually uses significant creativity and displays seasoned judgment to develop innovative solutions to critical Activity intelligence issues responsive to Army/national level requirements. The employee is recognized as a community authority on a very broad or critical subject area or in the development and application of innovative S&T intelligence methodology.

EXAMPLES:

- Employee regularly meets with senior representatives from major customers and/or other intelligence community activities to develop full specifications for an innovative interdepartmental or inter-community analytical project requiring original approaches to solving very complex or critical intelligence problems.

- Employee is regularly assigned to develop methodologies for activity projects which span the full spectrum of activity functional areas and are incorporated in Activity programs responding to departmental/national level requirements. Projects require extensive judgment on the best analytical approach to use, imaginative tasking of collection assets and innovative integration of multiple complex analytical assessments.

B-6 GUIDELINES 115 POINTS

Available policy guidelines are limited to broad general assessments of the future direction of public policy issues. Because employee is normally assigned responsibility for long term planning, development and implementation of S&T intelligence production programs having department-wide impact, guidelines are virtually nonexistent. Typically, the employee is responsible for research, development, validation and approval of Department programs involving identification of new collection assets, their use in the analytical process, the definition of S&T intelligence production programs to respond to critical intelligence requirements and the solution to very complex intelligence problems within resource constraints.

These programs are usually related to long range future military system program support, very advanced technologies and/or technology applications where no useful precedents or technical guidelines exist because the engineering, scientific or technical intelligence principles and concepts involved push the frontiers of the state of the art in the applicable disciplines. The incumbent routinely acts for the Department to determine long range intelligence program directions based on expert knowledge of very advanced data types, analytical methods, weapons technology and/or customer requirements.

EXAMPLES:

- Employee regularly represents Army at interdepartmental/inter-community working groups which establish requirements for intelligence community programs and policies to satisfy long range national level production requirements. Products of such deliberations are normally formal reports to high level advisory groups or congressional committees.

- Employee is regularly tasked by the Department senior intelligence officer to create, evaluate, and/or recommend a department position on DDD/intelligence community proposals for new and very complex methodologies or operational procedures to solve problems that impact all of the department activities and their major customers.

FACTOR C - SCOPE OF AUTHORITY AND EFFECT OF DECISIONS: This factor covers the relationship between (1) the nature of the work (e.g., purpose, breadth, and depth of assignments), and (2) the effect of the work products or services both within and outside the organizational element. Effect also measures such things as whether the work output facilitates the work of others, provides timely service of a personal nature, or impacts on the adequacy of research conclusions.

C-1 SCOPE OF AUTHORITY AND EFFECT OF DECISIONS 15 POINTS

The purpose of the work is to locate and select appropriate data, verify factual details and perform similar routine work in support of larger analytical projects. The timeliness, technical adequacy and completeness of the work facilitates further scientific and technical intelligence analysis. Errors may cause localized loss of time but are easily correctable.

EXAMPLES:

- Analyst prepares background papers, such as a limited analysis of an equipment or military system component for use in a larger system study. Substantive errors are easily identified and corrected during review by senior analyst or supervisor. Errors cause a minimum delay in completion of final product.

- Employee gathers appropriate imagery and evaluates it for completeness of target coverage and adequacy of quality. If a critical frame is overlooked, time may be lost in locating the image.

C-2 SCOPE OF AUTHORITY AND EFFECT OF DECISIONS 30 POINTS

The purpose of the work is to research, select and perform limited and primarily conventional analysis of data in order to prepare. a routine response to a customer's request for parametric data or a preliminary assessment of the intelligence significance of information. The timeliness, completeness and technical adequacy of the analysis contributes to a larger intelligence project and facilitates further analysis. Errors in selection, computation., or analysis are not immediately apparent, but are revealed in reviews by the team leader or supervisor. Errors result in delays in response to the customer or in adjustments to the schedules of production support units.

EXAMPLES:

- Employee is assigned to research data and perform preliminary analysis on a subject which forms a portion of an intelligence product such as a DIA study. Incomplete research or errors in computation will cause a delay in completion and dissemination of the product.

- Employee compares a variety of source data for appropriateness to assignments and presents findings to senior analyst for review and effect on task objectives.

- Employee is assigned imagery analysis tasks for a specific location or limited category of equipment to support intelligence analysis projects carried out by senior analysts.

- Employee works with collections requirement manager to write technical collection requirements for a Source Directed Requirement. Errors or omissions could result in delay i n response.

C-3 SCOPE OF AUTHORITY AND EFFECT OF DECISIONS 50 POINTS

The purpose of the work is to perform independent research, selection, evaluation and analysis of raw data to prepare finished and targeted intelligence on an assigned S&T intelligence subject. Normally the employee's analysis results in a complete product, but it may occasionally contribute to a larger product integrated by a senior analyst. The assigned subject covers a substantive portion of the activity's ongoing intelligence mission. Employee's selection of analytical approach and areas of emphasis impact the usefulness of the product for customers. Decisions on significance of intelligence data form the basis for an authoritative S&T intelligence assessment or an activity position on a subject. Supervisory review is primarily to assess the overall product within the context of broad.. activity policies and intelligence positions and might identify problems in emphasis, completeness or judgment, the reworking of which may cause delays in final production.

EXAMPLES

- Analyst presents analytical findings at Army/national level working groups. Findings are incorporated as a portion of the final report being prepared by the working group.

- Employee's continuing analysis and dissemination of assessments in a substantive subject area provides customer activities with current parametric data on equipment and variant models, system capabilities and employment parameters which impact the customer's selection of certain design parameters for US military systems.

- Imagery analyst is assigned responsibility for a substantive area of intelligence interest. Analysis and conclusions are the activity's base line data for site details and equipment configuration.

- Analyst prepares significant portions of a DIA study. Analysis forms the basis for the activity's position on assigned subject. If analysis is not timely or accurate, the reworking of the product will cause delays in scheduled production.

C-4 SCOPE OF AUTHORITY AND EFFECT OF DECISIONS 70 POINTS

The purpose of the work is the production of estimative, integrated, original, finished intelligence derived from the analysis of all source data and/or compilation of substantive contributions from other analysts. The assigned subject covers a critical S&T intelligence subject and represents a major area of the activity's intelligence mission. The employee's decisions on matters such as the validity of data and consequent trend projections, appropriate analytical directions for a critical subject area, or interpretation of findings in the light of current Army R&D policy or employment doctrine impact the activity's effectiveness in meeting customer requirements. The work formulates the Activitiy's position on critical intelligence issues and as such contributes to DOD/multinational threat assessment, military system research development and acquisition and operations planning functions. .Since the work is accepted as authoritative, errors would be apparent only in retrospective assessments of the validity of intelligence positions. Errors in trend projections and estimates can impact critical Amy decisions on military system design or operational doctrine.

EXAMPLES:

- Analyst designs a cross-disciplinary intelligence analysis project; decisions on analytical direction, emphasis areas, and/or computational methodologies affect both utilization of activity analytical resources and usefulness of product for customers. Decisions on validity and implications of data determine analytical conclusions which in turn may influence customer decisions on program directions.

- Employee participates in a multinational/NATO working group to develop requirements for counterfire or countermeasure systems; and in assigned S&T intelligence field serves as the activity's spokesperson.

- Analyst's innovative use of collection resources and responsiveness to collection opportunities produces imagery evaluation and analysis which makes a key contribution to the solution of critical S&T intelligence problems.

C-5 SCOPE OF AUTHORITY AND EFFECT OF DECISIONS 90 POINTS

The purpose of the work is to define the scope and direction of S&T intelligence analysis on major Activity mission areas and/or to develop new analytical or research methodologies or specifications for analytical resources crucial to the mission. Employee has the authority to resolve technical issues and determine the Activity's final intelligence position when differing positions exist within the organization. Commitments regularly have a significant impact on resources and will result in initiation, cancellation or modification of major programs.

EXAMPLES:

- As a senior S&T intelligence expert for the activity, employee identifies significance of broad emerging technologies to the future mission of both the activity and of major customers, and makes recommendations to management regarding allocation of significant analytical resources.

- As a senior technical expert, employee approves analytical techniques to include scope and design of models and procedures for conducting cooperative efforts (internal and external) used to complete major new organization-wide analytical projects.

- Employee recommends and interprets Activity regulations to resolve issues and conflicts and develops justification for advanced technical programs.

C-6 SCOPE OF AUTHORITY AND EFFECT OF DECISIONS 110 POINTS

The purpose of the work is to identify and evaluate the department's role in Army and intelligence community production efforts. Employee has the authority to commit the Army to-participate in intelligence community projects. Commitments affect the way the Army/DOD accomplishes its mission by redirecting organizational efforts and the utilization and distribution of resources.

EXAMPLES:

- Employee's analyses and recommendations directly impact design, resource allocation and emphasis of Army programs to determine long term impact of military-related technological trends on proposed Amy/national level S&T intelligence capabilities. Results of these programs provide basis for establishment of national policy.

- Employee serves as the technical director and authority for department programs with broad responsibility for planning and coordinating at the national level and for evaluating impact of external programs and policies on the department's programs.

FACTOR D - WORK RELATIONSHIPS: This factor includes contacts with persons not in the supervisory chain, and is based on what is required to make the initial contact, the difficulty of communicating with those contacted, and the degree to which the employee and those contacted recognize their relative roles and authorities. Purpose of the contacts ranges from factual exchanges of information to situations involving significant or controversial issues and differing viewpoints, goals, or objectives.

D-2 WORK RELATIONSHIPS 15 POINTS

Contacts are a-regular and necessary part of the job. Work relationships within own installation or within established networks at intelligence community or customer activities are designed to maintain existing information networks and to exchange factual information about scientific and technical intelligence discipline, analytical techniques or a subject area.

EXAMPLES:

- Employee discusses specific imagery signature, technical characteristics or system parameters.

- Employee verifies scientific and technical data on assigned systems/technical area with analysts at another command or agency. ,

- Employee attends working meetings to establish contacts and broaden knowledge and understanding of the intelligence community and customer requirements.

D-3 WORK RELATIONSHIPS 35 POINTS

Work relationships are usually to discuss basic analytical conclusions and interpretations of facts and to respond to requests for detailed information pertaining to an intelligence discipline or subject area. Employee presents findings at intelligence or customer forums and extends an established information network by initiating contacts within the intelligence, R&D and force development communities.

EXAMPLES:

- Employee frequently discusses new scientific and technical intelligence data, analytical methods and conclusions and/or potential intelligence significance of data with technical or analyst counterparts from other intelligence activities or principal customer elements. Desk level discussions and formal briefings are designed to present current intelligence to a general audience with mutual interest in the subject.

- As a COTR, employee may consult with technical personnel from contractor activity for the purpose of providing explanations of technical specifications or other similar matters.

- Employee regularly discusses analytical methods, collection strategies and conclusions and potential significance of new imagery findings with technical and/or analytical counterparts at other intelligence or customer activities.

D-4 WORK RELATIONSHIPS 55 POINTS

Work relationships are for the purpose of discussing substantive analytical problems and to address estimative analytical conclusions. Interactions often require the employee to use persuasive arguments to gain concurrence with a position or a commitment to a course of action. Employee continually seeks out new relationships based on areas of interest shared with the intelligence and customer communities to enhance mission and professional effectiveness.

EXAMPLES:

- Employee frequently discusses controversial implications of a series of developments such as observed on imagery or in analysis of S&T data, or seeks to secure acceptance for new analytical or forecasting methodologies, or support for commitment of resources to a mutually beneficial project or explains organization's position on intelligence significance of data in key technical or intelligence areas.

- Employee regularly briefs command or key customer activity officials on current intelligence issues and seeks to obtain acceptance of a controversial intelligence conclusion, commitment of additional resources to support a mutual intelligence analysis-project or concurrence with the activity's position on S&T intelligence issues.

- Employee regularly participates in working groups formed to exchange analysis and projections on critical S&T issues in order to develop a joint position for presentation to decision makers. Represents the activity as a recognized expert at departmental conferences and symposia. As a. ; recognized expert in the field, may be called upon to be a seminar leader or panel member,

- Employee regularly represents activity at working groups and standing committee meetings, where the activity's position on subjects such as assessment of equipment characteristics or technology applications, expansion or future utilization of intelligence community collection assets, efficient methods for exchanging automated or analytical data or other similar mutual concerns are discussed.

- Employee may serve as a technical expert in support of treaty negotiations or verification teams. Interprets complex technical issues and implications of alternatives for nonspecialists.

- When serving as contracting officer's technical representative, employee may discuss performance criteria or evaluation of performance with contractor's technical personnel in order to identify appropriate course of action to solve complex technical problems.

D-5 WORK RELATIONSHIPS 75 POINTS

Work relationships are normally for the purpose of discussing significant and controversial analytical positions and conclusions on Critical Army military system programs and policy matters, which could lead to changes in their policy or program emphasis. As a recognized expert in subject field, employee frequently provides authoritative information and advice based on personally developed analytical techniques and intelligence estimates. Regularly uses work relationships to negotiate joint positions and to establish cooperative efforts.

EXAMPLES:

- Employee regularly meets with general officers or equivalent level to discuss intelligence requirements and develops responses which have broad and extensive implications for the direction of critical Army military system programs. Provides decision makers with authoritative advice and trend analysis targeted to feasibility of the customer's program options.

- Employee regularly briefs to provide senior management with status of major analytical projects or assigned intelligence programs. Briefings are designed to assess technical options, support anticipated benefits directly related to major mission objectives, and normally involve recommendations which will necessitate redirection of significant Army resources or changes in policies which will require negotiation with interfacing intelligence community elements.

- As a recognized expert in subject field, employee routinely serves as the Army's representative to special task forces developing long range intelligence programs and policies which potentially impact major departmental state-of-the-art technology or military system designs. Employee's acknowledged expertise lends significant weight to Army's intelligence position during negotiations to resolve differences of opinion on direction, policy, program emphasis or recommendations on commitment of resources.

D-6 WORK RELATIONSHIPS 95 POINTS

Work relationships are with senior technical experts at intelligence community and customer activities and with highest level DA/DOD policy makers, congressional staff, executives of large contractor organizations or similar senior executives. Contacts are for the purpose of securing acceptance and support of crucial or controversial long range intelligence analysis programs which typically involve significant realignment of existing priorities, commitment of major intelligence community resources, or redirection of policy within the intelligence community. Because of recognized expertise of employee, recommendations and input are significant factors in major Army programmatic decisions and policies.

EXAMPLES:

- Employee presents and supports the Army position on major new collection and analytical programs, significant changes in inter-service or inter-organization operational policies or identification of the most critical technology areas meriting commitment of major resources to other government departments and/or the Congress.

- Employee represents the Army and/or serves as chairperson executive-level advisory groups to formulate community policies and procedures, to identify and set program priorities and to assure compatibility of DA/DOD efforts.

FACTOR E - SUPERVISION RECEIVED: This factor covers the nature and extent of direct or indirect controls exercised by time supervisor, the employee's responsibility, and the methodology for reviewing completed work.

E-1 SUPERVISION RECEIVED 5 POINTS

The supervisor gives specific assignments accompanied by clear and detailed instructions. The employee works as instructed. Matters not covered by the original instructions are referred to the supervisor or a senior analyst. Work is monitored in progress and checked upon. completion for accuracy, completeness and adherence to instructions.

EXAMPLE::

- Supervisor or senior analyst provides specific instructions on objectives, data sources, and work procedures to follow to accomplish limited portions of analysis projects. The employee refers problems, questions and difficult situations as encountered to the supervisor or a senior analyst.

E-2 SUPERVISION RECEIVED 20 POINTS

Work assignments are well defined in scope and objectives and are accompanied by suggestions on pertinent subject references and research sources, as well as instructions on such things as coordination channels and security procedures. Employee exercises independence to carry out routine or repetitive assignments according to general directions but may suggest other methods of calculation or technical evaluation to solve problems. Supervisor or senior analyst checks final drafts or finished portions of projects for completeness, adequacy and adherence to instructions.

EXAMPLE:

- The supervisor or a senior analyst provides detailed information on a technical problem to be solved, its relationship to the overall intelligence analysis project and the analytical methods to be used. Employee is directed to specific research sources and given a format for reporting'-results. Employee follows directions on researching sources and selecting data but may suggest application of an alternative computational method for arriving at a specific factor to evaluate a subsystem's capability.

E-3 SUPERVISION RECEIVED 35 POINTS

Supervisor assigns responsibility for a subject area which is usually a discrete portion of the unit's mission area. Supervisor defines objectives, priorities, and deadlines. for Intelligence production projects. The employee plans and carries Out analytical steps and handles problems encountered in computing data or evaluating information in accordance with accepted S&T Intelligence analytical practices. The employee normally coordinates problems related to the project or tasks with the customer. The employee may confer with the supervisor or a senior analyst for suggestions on alternate analytical strategies, interpretation of activity policy, clarification of project emphasis or customer requirements. Work is reviewed for soundness of analytical methods, adherence to procedures and accomplishment of project objectives.

EXAMPLES:

- Employee independently establishes and maintains appropriate all source data bases for assigned S&T subject, is expected to recognize when new information is significant enough 'to require publication and to select the most appropriate dissemination method to meet customer requirements. The supervisor reviews the product for completeness of analysts, soundness of judgment and balance of emphasis.

- Employee analyzes imagery data for assigned targets, is expected to recognize significant changes to signatures and select appropriate method for disseminating findings. Supervisor reviews the product to insure that the soundness of the finding has been verified by reference to all appropriate sources and historical records and coordinated within the activity and that follow up collection tasking has been initiated.

E-4 SUPERVISION RECEIVED 55 POINTS

Supervisor assigns continuing responsibility for a subject area which is typically broad and complex in nature and requires a high degree of independent action, The supervisor provides general direction on overall objectives and resources available to carry out the work. The employee and supervisor in consultation develop emphasis and deadlines for projects.

The employee is responsible for selection of appropriate analytical techniques, resolving controversy on interpretation of complex technical data and independently completes research, analysis, product preparation and coordination. The employee is expected to keep supervisor informed on problems on acceptance of intelligence conclusions which may impact production deadlines. Work is reviewed for effectiveness in meeting customer requirements and activity intelligence production guidelines.

EXAMPLES:

- Employee suggests a special initiative report, new briefing package, or major revision for a scheduled product to respond to customer interest, outlining proposed methodology, emphasis areas and any support resources required. Employee and supervisor agree on production priority and schedules. The employee independently develops project, conducts research, prepares draft and coordinates product. Supervisor and analyst consult to develop strategies for dealing with problems such as differences on potential implications for related subject areas or presentation emphasis which arise during product coordination.

- Employee suggests a special imagery exploitation project based on an understanding of the potential of multi-spectral resources and/or a special collection opportunity for responding to customer requirements. Supervisor and employee agree on commitment of unit resources for project, areas of emphasis and coordination. Supervisor and employee consult to develop strategies for achieving appropriate dissemination of the project or integration of imagery findings with related intelligence analysis products.

E-5 SUPERVISION RECEIVED 75 POINTS

Supervisor assigns responsibility for a very broad and complex S&T intelligence subject which is a key activity mission area. The supervisor provides only general administrative guidance and broad policy direction in terms of the relationship of the assignment to the activity's mission objectives.

The employee independently designs innovative analytical projects which frequently originate from contacts with high level officials at customer activities. The employee assumes responsibility for carrying out-projects, negotiating cooperation from other intelligence community or supporting Army elements and keeping the supervisor informed of progress and significant developments. Work is reviewed in terms of feasibility, effectiveness in meeting broad and demanding customer requirements and for its contribution to the accomplishment of the overall activity mission.

EXAMPLES:

- Based on requirements developed through extensive contacts with a wide range of customers and a seasoned interpretation of the activity's program priorities, the employee initiates an innovative cross disciplinary analysis project which may represent a new program direction for the activity. The employee is responsible for coordinating tasking within the activity and the intelligence community for approval, analytical and support services and resources. The employee independently designs the project approach, scope and emphasis, integrating substantive contributions from other senior analysts. The supervisor and employee consult to resolve policy and program issues which arise during the formulation, implementation and coordination of the positions taken in the study.

- Employee develops and manages highly technical projects in assigned mission area and provides independently obtained status and results to senior and supervisory personnel. Employee has broad authority for unreviewed technical action which is evaluated by supervisor for effectiveness of results.

-, Employee is assigned as a project leader for a very broad' and complex analysis subject area which includes major reliance on imagery. Employee formulates the imagery collection and exploitation strategy which often involves innovative use of national collection assets, tasks junior analysts and independently coordinates product integration and cooperation from counterparts at other intelligence activities. Supervisor and employee consult to formulate activity's position on redirecting agency or national collection resources to support S&T intelligence objectives.

E-6 SUPERVISION RECEIVED 95 POINTS

Employee is assigned continuing responsibility for developing analytical programs satisfying long range intelligence issues critical to the Activity's mission. Assignments are made in terms of overall Army intelligence missions, goals and policies. The employee selects objectives, plans and methods based on requirements and independent of any substantive review. Broad policy questions or major problems of coordination are resolved in conference with senior Activity managers. Recommendations for new projects or alterations of objectives are usually evaluated for such considerations as availability of resources, program or mission goals, or national priorities. Completed work is reviewed by supervisor for effectiveness in meeting Activity goals. Results of completed work are generally considered technically authoritative and normally are accepted without significant change.

EXAMPLE:

- Employee is responsible for proposing and implementing major long term S&T intelligence analysis objectives which usually require commitment of significant resources from other activities within the Activity and/or customer commands. Employee independently determines methods and resources necessary to achieve program goals. Program recommendations are considered technically authoritative and are reviewed primarily for effective resource utilization and achievement of national policy considerations.

E-7 SUPERVISION RECEIVED 115 POINTS

Assignments are made in general terms of the overall objectives and programs of the Army and the intelligence community. Assignments involve virtually no supervision other than broad guidance from the most senior Department level. Independence is affected-only by changes in the availability of funds, broad national intelligence program goals, or public policy priorities. The employee is usually the most authoritative individual in the functional area within the department.

EXAMPLES:

- Employee formulates and implements overall mission programs based on knowledge of DOD and S&T intelligence community requirements and provides policy direction to subordinate levels in the analytical staff.

- The employee is a Senior Scientific Advisor or Technical Director. The employee regularly represents the Army at the highest national or international intelligence community levels and has authority to commit Army support for new program directions or policies.

Subsection 1. Background Information

Design and modeling is a major, specific technical analysis approach. It involves either mathematical (computer) or physical modeling. It may supplement other intelligence data, to be used as part of the all source intelligence information or product for a system or, at times, it may be the primary analysis completed on the system. S&T analysis positions whose major functions involve design and modeling generally operate within the process described below:

1. Perform research, development, verification, operation and maintenance of technical intelligence analysis techniques. Using a knowledge of intelligence analysis methodologies, data characteristics, mathematics, physics, engineering principles, statistics and technology, the employee develops and implements' technical analysis techniques designed to provide intelligence information derived or constructed from a variety of data sources. The techniques may be developed using various physical principles and/or scientific and technical computer languages and graphics and may include hardware, software, and/or hybrid configurations. The research and development process includes test and evaluation functions to construct new techniques for dealing with new types and sources of data and to support changing requirements (e.g., new weapons systems).

2. Collect/process/analyze data from a variety of sources. Sources include intelligence data from various technical and HUMINT collectors, measurement data from in-house and/or external laboratories and Foreign Materiel Exploitation. The project may involve working with collection managers to acquire necessary new intelligence data. Measured data obtained in laboratories or measurement facilities may also be used. Such measurements may involve the design, development, installation, operation, configuration control, and maintenance of unique laboratory instrumentation. Data received or obtained from the various sources is processed using appropriate technical methods. Data may be used in computer or laboratory modeling, analysis work and/or in comparisons of different modeling or measurement techniques. Results are subjected to analysis techniques that may involve the fusion of all source data in order to produce intelligence information in support of customer requirements.

3. Build and maintain models and simulations. Using the collected data, mathematical modeling, simulation languages, an understanding of weapons technology and combat environments, the employee builds and verifies simulations of weapons or processes to represent how the weapon or process would perform in "real world" situations. The employee develops plans to verify technical accuracy and validate the models' representation of the "real world." The plans define the requirements for data collection, data measurements, environmental conditions, sensor accuracies, data reduction procedures, and data display.

4. Performs assessments. In close coordination with the weapon systems engineer (program manager), the design and modeling analyst assesses the. capabilities, limitations '.and vulnerabilities of the weapon systems or processes.

5. Advise, assist, brief and report. The employee provides detailed information on analysis techniques, their applications and the results of analysis to consumers through the use of reports and briefings. This includes working with consumers to ensure that they understand the correct application and limitations of the analytical results, techniques, models, and simulations which may be very dependent on external variables or scenarios.

6. Perform COTR Duties. The employee identifies analytical support processes and techniques to be acquired; prepares justification to acquire and utilize appropriate funding sources; and develops detailed technical specification describing what the contractor must do and criteria to evaluate selection of a contractor and support the contract negotiation process. After the contract award, the analyst monitors the contractor to assure that the contractor is performing according to the technical specifications and that conditions requiring modification to the contract are acted upon. The employee is responsible for assisting the contracting officer in the process of acquiring cost and operationally effective technical support from private contractors.

Subsection 2.

Factor Degree Descriptions

FACTOR A - ESSENTIAL KNOWLEDGES: This factor measures the nature and extent of information or facts that must be understood to do acceptable work (e.g., steps, procedures, practices, rules, policies, theories, principles, and concepts) and the nature and extent of the skills needed to apply these knowledges.

A-5 ESSENTIAL KNOWLEDGES 40 POINTS

Knowledge of basic engineering, scientific or mathematical principles, concepts and methodologies such as would be acquired through a baccalaureate educational program, or its equivalent in experience, training or independent study.

AND

Ability to use computer operating systems and languages and/or ability to perform various basic laboratory operating procedures, in order to follow a computational or laboratory research strategy developed i n consultation with a senior analyst. Ability to select and compile information and data pertinent to completing the assigned task.

AND

Skill in analytical reasoning and ability to communicate factual information clearly, both orally and in writing in order to prepare and produce scientific and technical intelligence products or working papers. Skill in applying subject knowledge and basic S&T analysis techniques to carry out assignments, assessments, and operations of limited scope and complexity.

EXAMPLES:

- Assists senior analyst in developing and running simple analytical and modeling problems which contribute to a larger analytical effort.

- Following general directions from senior analyst, employee performs routine and/or well established changes and modifications to analytical techniques, simulations or laboratory apparatus and configurations.

A-6 ESSENTIAL KNOWLEDGES 60 POINTS

Knowledge of the principles, concepts and methodologies of a scientific, engineering or mathematical subject area as described in previous level which has been supplemented either by (a) skill in manipulation and analysis of scientific, engineering or other intelligence data gained through job experience to permit independent performance of non routine assignments or (b) expanded scientific, engineering or other subject matter knowledge gained through relevant graduate or specialized study and/or experience.

AND

Knowledge of the conventional techniques of assigned scientific and technical analysis methodologies, such as computer-assisted data analysis, mathematical modeling or simulation, laboratory and/or field operations measurement. General knowledge of those technical characteristics of weapon systems, subsystems and components, and of their materials which are. significant to the analysis or measurement methods employed.

AND

Knowledge of the intelligence mission and substantive functions of the activity and assigned organizational element sufficient to apply scientific, engineering or intelligence analysis methods as directed to an assigned subject area.

EXAMPLES:

- Based on experience related to weapons systems, technology or related areas and a basic understanding of how weapons are configured, the employee completes the data input and operates computer-based analytical techniques and/or simulations.

- After the problem is defined in consultation with the senior analyst and customer, employee selects appropriate analysis method or technique from several existing procedures, makes minor modifications to established methods, and produces required data.

- Employee makes recommendations for improvements to established analytical techniques, simulations or laboratory methodologies and procedures.

A-7 ESSENTIAL KNOWLEDGES 80 POINTS

Knowledge of a wide range of principles, concepts and methodologies of an engineering, scientific or mathematical subject area such as would typically be gained through specialized study or experience requiring the application of this knowledge to difficult and complex work assignments.

AND

Detailed knowledge of a range of computer techniques, analytical design and modeling methodologies, and their application to a variety' of military systems/components in to order develop and recommend innovative intelligence analysis approaches, extrapolate from questionable or incomplete data, verify conclusions, and integrate contributions from other analysts in order to prepare finished intelligence products.

AND

Knowledge of the intelligence community and of the mission and functions of customer activities. Knowledge of the goals and objectives, management and administrative policies of the activity and organizational element to which assigned, in order to identify significant intelligence requirements and issues within assigned subject area, propose new or revised analytical projects to meet customer requirements, and coordinate dissemination of assessments or finished products.

EXAMPLES:

- Employee designs and implements a major modification to an existing analytical technique or laboratory measurement system in order to improve production or meet new customer requirements.

- Employee designs and oversees the implementation of a new technique for transporting complex, analytical target descriptions from one code specific format to a new information equivalent format for use in analytical computations.

- Employee makes a significant modification to an scientific and technical intelligence work stations processing methodology in order to overcome an existing deficiency.

- Employee uses knowledge of engineering work stations or personal computers (PCs) to develop new analytical techniques.

.- Employee adapts Completed model to determine solution of a critical intelligence issue. Acquires necessary data, runs model, compares to existing data, and interprets results to arrive at valid, complete answer to customer requirement.

A-8 ESSENTIAL KNOWLEDGES 95 POINTS

Expert knowledge of the principles, concepts and methodologies of a very broad and complex engineering, scientific or intelligence subject area and of the techniques of related disciplines and/or methodologies, such as would be acquired through extended specialized research, study and experience in order to define critical intelligence issues and produce innovative scientific and technical intelligence analytical techniques.

AND

Expert knowledge of the principles, concepts and techniques of a full range of analytical design and modeling methodologies in order to develop major program initiatives or design important new analytical methods or apply experimental methods applicable to broad scientific and technical intelligence mission areas.

AND

Expert knowledge of activity, intelligence community and customer mission, policy agenda, program goals and operations, in order to identify long range directions and resource requirements, initiate new programs, determine progress and evaluate effectiveness for major activity mission areas or programs.

EXAMPLES:

- Employee applies extensive knowledge and experience in analysis of S&T data in several spectral ranges to describe collection capabilities and systems in sufficient detail to serve as a member or consultant to national or international level groups working on the design of advanced S&T data analysis techniques, capabilities/systems.

- Employee identifies and defines the requirement for an advanced state-of-the-art data analysis, measurement, modeling, or simulation system, develops a program to meet this requirement, and directs the program to completion.

- Employee uses extensive knowledge and expertise in the analysis of signals to develop analytical techniques and methodologies to exploit new and/or very unusual types of technical data.

A-9 ESSENTIAL KNOWLEDGES 115 POINTS

Mastery of the principles, concepts and methodologies of a very broad and complex engineering, scientific or intelligence subject area and of integral public policy issues; extensive knowledge of total Army force planning and materiel development requirements in order to identify, recommend and negotiate for utilization of Army resources to accomplish long range customer or intelligence community programs.

AND

Extensive knowledge of inter-departmental S&T intelligence requirements and capabilities in order to establish or redirect departmental efforts in addressing national level intelligence issues and assessments.

AND

Mastery of analytical design and modeling methods and concepts; ability to theorize on the direction of long range S&T intelligence program requirements and conceptualize new analysis strategies, policy and requirements.

EXAMPLES:

- Employee is the senior department consultant or advisor on department-wide, critical S&T intelligence issues, assigned the responsibility to develop and defend department positions on these issues in national or international level forums.

- Employee meets regularly with senior (general officer or equivalent) level representatives of major intelligence customers to design department-wide S&T programs responsive to their priority intelligence production requirements.

- Employee serves as the final department technical expert to resolve differences in analytical positions at the request of the senior department intelligence officer.

- Employee uses extensive experience in S&T fields and advanced analytical techniques to research, develop, and validate complex modeling, simulation or signature prediction algorithms for advanced sensors in realistic combat environmental conditions or an advanced and technically complex weapons system simulations. Techniques used are new and unprecedented in the intelligence community. Employee develops scientifically-oriented research papers and briefings, presenting them to other experts in national or international forums,

FACTOR B - GUIDELINES: This factor measures the nature of the guidelines used (e.g., regulations, procedures, precedents, methods, techniques and other guidelines which govern the work), and the degree of interpretation required of these references, including the elements of judgment and originality.

B-2 GUIDELINES 25 POINTS

Available guidelines, including the organization's established analysis procedures, basic reference texts on the applicable scientific or engineering principles, advice from senior analysts, previous reports on assigned and related subject areas, user manuals for computer programs and a number of regulations cover most aspects of the work. Administrative guides typically include activity manuals on formats for intelligence products, application of security regulations, and other general SOPs. Assignments normally require application of conventional engineering, scientific or mathematical principles and methodologies and established analysis techniques. Previously published intelligence products on assigned or related subject area provide a basis for analysis.

Judgment is required to select an appropriate computation approach or analysis technique, including minor deviations in specific cases, and limited interpretation of results or judgment is required to reach a conclusion or assessment of the importance or impact of the data.

EXAMPLES:

- Employee uses software documentation for model building and S&T documentation on weapons' physical characteristics to write basic programs to solve math and engineering problems, consulting with the project leader on identifying vulnerable areas.

- In interpreting signature data on a subsystem feature, employee uses standard scientific or engineering principles and has sufficient data on the system from which to derive analysis with only minor deviations from guidelines to meet operational requirements.

- Security classification of contributions are derived from related source material and a classification audit trail is maintained to insure protection of data and sources.

B-3 GUIDELINES 50 POINTS

In addition to guidelines described at the lower level, guidelines available and regularly used include technical documentation for complex computer programs or models, advanced scientific and engineering reference texts and professional literature, Department of Defense (DOD) regulations on intelligence operations and S&T intelligence production, production tasking documents and/or specifications from the customer, and collection requirements documents for assigned subject area.

Technical or analysis approach used in existing reports or previous projects on subject area are not always directly applicable to intelligence production tasking assigned. Employee is required to use judgment to modify conventional analysis approaches or technical evaluation methods to the specific requirements of the assignment and to select the format, structure and development of the finished intelligence product appropriate for the customer's requirement. Employee analyzes results and recommends changes or modifications in analysis approach to the senior analyst or supervisor as needed.

EXAMPLES:

- Employee uses previous technical data report on assigned or related signals as a general guide, but makes modifications in analysis approach and method of presentation based on experience and understanding of signals analysis procedures and a knowledge of specific customer requirements.

- Employee uses S&T data bases, historical data on similar equipment or system and tasking documents which provide general guidelines for assignments. Employee must apply conventional signature analysis concepts and techniques to identify. targeted System characteristics which deviate from reference materials.

- Employee selects from among a few previously developed models or simulations for similar computations, and adapts them to assigned task.

- Employee identifies gaps in documentation in current project. Employee relays gaps to senior employee or supervisor and recommends alternate approaches to fill them.

B-4 GUIDELINES 70 POINTS

In addition to administrative guidelines described in lower level of this factor, guidelines regularly applied at this level consist of long term activity production objectives and local or higher echelon intelligence production policy. Regulations and policies on security matters such as sanitization of intelligence sources or releasability of information are available but are stated only in very general terms.

Technical guidelines for performing the work are either scarce or of limited use. The number, variety and complexity of technical and general publications and sources on assigned subject and related areas, pertinent engineering, scientific or intelligence analysis principles, concepts and methodologies, computational techniques and models from which to select are significantly greater than the previous level. Since analysis problems are defined in very general terms and available data is normally questionable or incomplete, the employee must continually use significant judgment to research sources, select the appropriate analysis method and extrapolate from or interpolate to data to reach conclusions. Employee uses innovation and resourcefulness, regularly deviating significantly from previous studies or projects on subject area to produce required intelligence. The analyst's judgement on the value of data supporting conclusions is normally accepted by the supervisor.

EXAMPLES:

- The employee develops an innovative modeling, simulation or signature analysis strategy, combining several analytical approaches, to generate required information on a signature characteristic which has been very difficult to isolate.

- Employee determines that a topic warrants production of an 'initiative report or briefing, obtains approval for the project and prepares a finished draft. Content, format, and analysis are original. Employee recommends expanded distribution based on knowledge of customer requirements.

- Employee modifies complex model, initiates actions to obtain required data 'to run model, compares results with data from other methods, and takes appropriate steps to correct discrepancies found when performing the comparisons.

- From a general description of consumer requirements, employee interprets the consumer needs and selects appropriate analytical techniques. Where the documentation for the techniques is incomplete, the employee reads the computer source code and derives appropriate inputs, processes, and procedures.

B-5 GUIDELINES 95 POINTS

Army and intelligence community policy guidelines for assigned program or subject areas are very general and stated in terms of broad national policy goals and implementing objectives. The employee continually uses expert judgement to interpret and apply the intent of policy guidelines and to integrate the program goals and policies of customer and supporting organizations in order to develop analysis directions and S&T intelligence production objectives for assigned subject or program area, Often the employee must develop new operational guidelines for implementing cooperative working relationships among several activities to carry out innovative intelligence production projects.

Because the subject of assigned intelligence analysis projects involve substantially extending the conventional use of engineering, scientific or intelligence subject theory and concepts, employee regularly departs from established practices to develop new or significantly enhanced analysis approaches and methods which are subsequently utilized by other analysts within the community. At this level, an employee continually uses significant creativity and displays seasoned judgment to develop innovative solutions to critical activity intelligence issues responsive to Army/national level requirements. The employee i s recognized as a community authority on a very broad or critical subject area or in the development and application of innovative S&T intelligence methodology.

EXAMPLES:

- Employee regularly meets with senior representatives from major customers and/or other intelligence community activities to develop full specifications for an innovative interdepartmental or inter-community analysis project requiring original approaches to solving very complex or critical intelligence problems.

- Employee is regularly assigned to develop methodologies for activity projects which span the full spectrum of activity functional areas and are incorporated in programs responding to departmental/national level requirements. Projects require extensive judgment on the best analysis approach to use, imaginative tasking of collection assets and innovative integration of multiple complex assessments.

- Employee determines that analytical techniques needed to meet consumer requirement are not available. Employee modifies existing techniques and/or builds new ones, adding appropriate guidelines to be used on similar future projects.

B-6 GUIDELINES 115 POINTS

Available policy guidelines are limited to broad general assessments of the future direction of public policy issues. Because employee is normally assigned responsibility for long term planning, development and implementation of S&T intelligence production programs having Department-wide impact, guidelines are virtually nonexistent. Typically, the employee is responsible for research, development, validation and approval of Department programs involving the identification of new collection assets, and their use in the S&T analysis process, the definition of S&T intelligence production programs to respond to critical intelligence requirements, and the solution to very complex intelligence problems within resource constraints. These programs are usually related to long range future military system program support, very advanced technologies and/or technology applications where no useful precedents exist. The incumbent routinely acts for the Department to determine long range intelligence program directions based on expert knowledge of very advanced data types, analysis methods, weapons technology and/or customer requirements.

EXAMPLES:

- Employee regularly represents Army at interdepartmental/inter-community working groups which establish requirements for intelligence community programs and policies to satisfy long range national level production requirements. Products of such deliberations are normally formal reports to high level advisory groups or congressional committees.

- Employee is regularly tasked by the Department senior intelligence officer to create, evaluate, and/or recommend a department position on DOD/intelligence community proposals for new and very complex methodologies or operational procedures to solve problems that impact all of the Department activities and their major customers.

- Employee works with Department-level consumer to explain new technology in advanced and complex systems. The systems have little or no available guidelines. The employee defines and develops the requirement for the consumer. In the development of modified/new guidelines, employee also approves guidelines and documentation completed by lower-graded employees.

FACTOR C - SCOPE OF AUTHORITY AND EFFECT OF DECISIONS: This factor covers the relationship between (1) the nature of the work (e.g., purpose, breadth, and depth of assignments), and (2) the effect of the work products or services both within and outside the organizational element. Effect also measure such things as whether the work output facilitates the work of others, provides timely service of a personal nature, or impacts on the adequacy of research conclusions.

C-1 SCOPE OF AUTHORITY AND EFFECT OF DECISIONS 15 POINTS

The purpose of the work is to locate and select appropriate data, verify factual details and perform similar routine work in support of larger analytical projects. The timeliness, technical adequacy and completeness of the work facilitates further scientific and technical intelligence analysis. Errors may cause localized loss of time but are easily correctable.

EXAMPLES:

- Employee gathers appropriate data and evaluates it for completeness and adequacy of quality required to run model. If a critical data piece is overlooked, time may be lost in locating the necessary data.

- Analyst runs models that are a part of more complex system descriptions. Substantive errors are easily identified and corrected during review by senior analyst or supervisor. Errors cause a minimum delay in completion of final product.

C-2 SCOPE OF AUTHORITY AND EFFECT OF DECISIONS 30 POINTS

The purpose of the work is to research, select and perform limited and primarily conventional analysis of data in order to prepare a preliminary assessment of the intelligence significance of information. The timeliness, completeness and technical adequacy of the analysis contributes to a larger intelligence project and facilitates further analysis. Errors in selection, computation, or analysis are not immediately apparent, but are revealed in reviews by senior analyst or supervisor. Errors result in delays in the overall project.

EXAMPLES:

- From the conventional techniques utilized by the organization, the employee selects the best procedure to solve an assigned analysis problem. Errors in formulation may be identified by supervisor or senior analysts during subsequent demonstration of the model or review of the report prior to release to the customer.

- Employee is assigned to make measurements and perform preliminary analysis of data which forms a portion of a modeling, simulation or signatures analysis report. Incomplete research or errors in measurement will cause a delay in completion and dissemination of the product.

- Employee, assigned to calculate the performance of a radar with specified targets, develops inputs for the model and simulation and performs necessary simulation using the user manual and other guidelines. Higher-graded analyst or supervisor finds errors only when checking the derived inputs or when viewing the resulting simulation outputs.

C-3 SCOPE OF AUTHORITY AND EFFECT OF DECISIONS 50 POINTS

The purpose of the work is to perform independent research, selection, evaluation and analysis of raw data to prepare finished and targeted intelligence on an assigned S&T intelligence project. The employee's analysis may result in a complete product, or may contribute to a larger product integrated by a senior analyst. The assigned subject covers a substantive portion of the activity's ongoing intelligence mission. Employee's selection of analysis approach, formulation of data manipulation techniques and selection of significant or discriminating data characteristics for analysis impact the validity of the results as well as the usefulness of the product for customers. Decisions on significance of data form the basis for an authoritative S&T intelligence assessment or an activity position on a subject. Supervisory review might identify problems in formulation, completeness or judgment, the reworking of which may cause delays in final production.

EXAMPLES:

- Analyst presents activity's position on subjects of mutual interest at Army/national level working meetings, and makes recommendations on joint projects or use of analysis methods that have direct bearing on conduct of Army/national level programs.

- Employee's continuing analysis end dissemination of laboratory results or calculations from models, simulations or surrogates provides customer activities with accurate parametric date on equipment and variant models, system capabilities and deployment variations which impact the customer's selection of certain design parameters for US military systems. Errors in judgment may necessitate re-execution of a major segment of the project.

- Employee builds an input module and completes execution of the simulation, independently evaluating any errors and taking corrective action. Errors in judgment are not normally identified until major milestones have been completed, requiring re-execution of a major segment and corresponding time delays.

C-4 SCOPE OF AUTHORITY AND EFFECT OF DECISIONS 70 POINTS

The purpose of the work is the production of integrated, original, finished intelligence derived from the analysis of the results of very complex models or simulations which might involve compilation of substantive contributions from other analysts. The assigned subject covers a critical S&T intelligence subject and represents a major area of the activity's intelligence mission. The employee's decisions on matters such as the validity of data and consequent projections, or appropriate analysis directions for a critical subject area, impact the activity's effectiveness in meeting customer requirements. The work formulates the Activity's position on critical intelligence issues and contributes to DOD/multinational threat assessment, military system research development and acquisition and operations planning functions. Since the work is accepted as authoritative, errors would be apparent only in retrospective assessments of the validity of intelligence positions. Errors in projections and estimates can impact critical Army decisions on military system design or operational doctrine.

EXAMPLES:

- Analyst defines changes in existing computational techniques, formulation of technical relationships, mathematical processes and procedures of existing models, simulations or algorithms necessary to meet a new customer requirement for parametric data. The analyst's technical decisions on the most effective method for meeting the customer's requirements impacts the organization's use of its resources, including manpower, customer funds, and computer time.

- Analyst is assigned to improve a key component of a large weapon simulation. Decisions on system design, formulation of algorithms and verification techniques employed impact the realism of the total system simulation. Technical errors would be identified only in the course of elaborate self-check procedures and would result in unproductive use of computer resources and significant loss of time available to meet project deadlines.

- Analyst participates as a senior technical representative in a Special Access Program Oversight Committee (SAPOC) meeting to evaluate a Departmental/joint level development program. The analyst's assessment of the program's technical objectives, techniques and related foreign systems has direct impact on Army decision to participate in, approve or disapprove proposed program.

- Analyst evaluates customer modeling, simulation or signature requirements and recommends a course of action that affects the use of the customer's resources, funds and programmatic milestones.

- Within major specialty area, employee identifies, develops and/or approves, and verifies changes needed in analytical techniques, models, processes and procedures. Errors in judgment impact consumer organization's programs.

C-5 SCOPE OF AUTHORITY AND EFFECT OF DECISIONS 90 POINTS

The purpose of the work is to define the scope and direction of S&T intelligence analysis on major Activity mission areas and/or to develop new analytical or research methodologies or specifications for analytical resources crucial to the Activity mission. Employee has the authority to make technical commitments for the Activity. Commitments regularly have a significant impact on resources and will result in cancellation or modification of major programs.

EXAMPLES:

- As a senior S&T intelligence expert for the Activity, employee identifies significance of broad emerging technologies to the future mission of both the activity and of major customers, and makes recommendations to management regarding allocation of significant analysis resources.

- As a senior technical expert, employee approves analytical techniques to include scope and design of models-and procedures for conducting cooperative efforts (internal and external) used to complete major new organization-wide analytical projects. Errors in judgment would impact the technical credibility of the Activity and adversely impact important U.S. weapons programs, tactics, and/or collection assets.

C-6 SCOPE-OF AUTHORITY AND EFFECT OF-DECISIONS 110 POINTS

The purpose of the work is to identify and evaluate the Department's role in Army and intelligence community production efforts. Employee has the authority to commit the Army to participate in intelligence community projects. Commitments affect the way the Army/DOD accomplishes its mission by redirecting organizational efforts and the utilization and distribution of resources.

EXAMPLES:

- Employee's analyses and recommendations directly impact design, resource allocation and emphasis of Army programs to determine long term impact of military-related technological trends on proposed Amy/national level S&T intelligence capabilities. Results of these programs provide basis for establishment of national policy.

- Employee serves as a technical director and authority for Department programs with broad responsibility for planning and coordinating at the national level and for evaluating impact of external programs and policies on the department's programs.

- Employee researches, redirects, and approves or has final verification authority for major changes or new techniques, models, processes, and procedures related to highly visible and advanced technology, weapons, and data. Nay also redirect changes in analytical techniques impacting highly visible projects (e.g., cause a change in the Electronic Counter Countermeasures-ECCM-design used on US aircraft and/or helicopters). Errors could result in loss of technical credibility for the Department, could result in loss of multimillion dollar programs, and the reduced effectiveness of major weapons programs and/or national collection assets.

FACTOR D - WORK RELATIONSHIPS: This factor includes contacts with persons not in the supervisory chain, and is based on what is required to make the initial contact, the difficulty of communicating with those contacted, and the degree to which the employee and those contacted recognize their relative roles and authorities. Purpose of the contacts ranges from factual exchanges of information to situations involving significant or controversial issues and differing viewpoints, goals, or objectives.

D-2 WORK RELATIONSHIPS 15 POINTS

Contacts are a regular and necessary part of the job. Work relationships are within own installation or through established networks at intelligence community or customer activities, and are designed to secure routine administrative or technical support to carry out an assigned project, to exchange factual information on analysis project or transmit results of standard computations.

EXAMPLE:

- Employee contacts customer to identify the technical parameters about the original collection of technical data that has been submitted for analysis and evaluation.

- Employee contacts other government and contractor organizations to acquire available, off-the-shelf analytical techniques for integration into the Activity's programs.

D-3 WORK RELATIONSHIPS 35 POINTS

Work relationships are usually to share experiences and discuss analysis techniques and procedures in order to further understanding of current application of analysis techniques available. Contacts at customer organizations are designed to acquire information about customers' technical requirements and provide information on the ability of the organization's analysis methodology to meet those requirements. Employee extends an established information network by initiating contacts within the intelligence, R&D and force development communities.

EXAMPLES:

- Employee frequently discusses new S&T intelligence data, analysis methods and conclusions and/or potential intelligence use of analysis methods with technical or analyst counterparts from other intelligence activities or principal customer elements. Desk level discussions and formal briefings are designed to present findings or information on methodology to a general audience with mutual interest in the subject.

- As a member of a technical support contract evaluation team, consults with technical personnel from contractor activity for the purpose of providing explanations-of technical specifications or other similar matters.

- Employee regularly discusses analysis methods and procedures, design strategies and conclusions and potential significance of modeling, simulation or signature analysis methods with counterparts at other intelligence or customer activities.

- Employee works as a member of an analytical team (e.g., to build a simulation to predict capabilities of missiles, helicopters or tanks). Employee shares experiences, analytical techniques and procedures in order to understand the application of available techniques, help make test runs and plot results. In contacts with consumer organization, may make additional test runs and solve routine analytical problems.

D-4 WORK RELATIONSHIPS 55 POINTS

Work relationships are to discuss substantive analysis problems and to arrive at and debate conclusions. Interactions often require the employee to use persuasive arguments to demonstrate technical validity of conclusions or of methodology employed, gain concurrence with a position or a commitment to a course of action. Employee continually seeks out new relationships based on areas of interest shared with counterparts within the intelligence and customer communities to enhance mission and professional effectiveness.

EXAMPLES:

- Employee frequently discusses controversial implications and limitations of particular analysis methods, or seeks to secure acceptance for new application of analysis or forecasting methodologies employed by the activity, or support for commitment of resources to a mutually beneficial project or explains organization's position on intelligence significance of data in key technical or intelligence areas.

- Employee regularly briefs senior command or key customer activity on complex analysis techniques or results and seeks to obtain acceptance of a controversial intelligence conclusion, commitment of additional resources to support a mutual intelligence analysis project or concurrence with the activity's position on S&T intelligence issues.

- Employee serves as Activity's representative on major working groups in employee's specialty area. For example, represents the Activity and a joint level working group to build, verify a simulation of a complex threat weapon system or to establish cooperative efforts in designing analytical methodologies and techniques to analyze data from a new technical data collection asset.

- When serving as COTR, employee discusses performance criteria or evaluation of performance with contractor's technical and management personnel in order to identify appropriate course of action to solve complex technical problems.

- Employee briefs on how the activity's analysis method can provide technical data to support a major weapon system development project, proposes and negotiates for the customer's commitment of resources to a short to mid range analysis project.

- Employee demonstrates use of a simulation to customers, briefs the design, development and verification procedures employed to other specialists for the purpose of demonstrating the improved realism of the simulation and for clarifying selected solutions to significant technical issues.

- Employee works with a consumer to define the effectiveness characteristics for a weapon system that would be used as an Activity product. 'Employee helps to define the consumer needs and selects the appropriate analytical technique and/or data to be used, working with consumer counterparts to understand, negotiate, and resolve consumer's analytical requirements.

D-5 WORK RELATIONSHIPS 75 POINTS

Work relationships are normally for the purpose of discussing significant and controversial analysis positions and conclusions on critical Army military system programs and policy matters, which could lead to changes in policy or program emphasis. As a recognized expert in subject field, employee frequently provides authoritative information and advice based on personally developed analysis techniques and intelligence estimates. Regularly uses work relationships to negotiate joint positions and to establish cooperative efforts.

EXAMPLES:.

- Employee regularly meets with general officers or equivalent to discuss intelligence requirements and develops responses which have broad and extensive implications for the direction of critical Army military system programs. Provides decision makers with authoritative advice and trend analysis targeted to feasibility of the customer's program options.

- Employee regularly briefs to provide to senior management with status of cross organizational analytical projects or assigned intelligence programs. Briefings are designed to assess technical options, support anticipated benefits directly related to major mission objectives, and normally involve recommendations which will necessitate redirection of significant resources or changes in policies which will require negotiation with interfacing intelligence community elements.

- As a recognized expert in subject field, employee routinely serves as the Army's representative to special task forces developing long range intelligence programs and policy which potential impact major departmental state-of-the-art technology or military design systems. Employee's acknowledged expertise lends significant weight to Army's intelligence position during negotiations to resolve differences of opinion on direction, policy, program emphasis or recommendations on commitment of resources.

D-6 WORK RELATIONSHIPS 95 POINTS

Work relationships are with senior technical experts at intelligence community and customer activities and with highest level DA/DOD policy makers, congressional staff, executives of large contractor organizations or similar senior executives. Contacts are for the purpose of securing acceptance and support of crucial or controversial long range intelligence analysis programs which typically involve significant realignment of existing priorities, commitment of major intelligence community resources, or redirection of policy within the intelligence community. Because of recognized expertise of employee, recommendations and input are significant factors in major Army programmatic decisions and policies.

EXAMPLES:

- Employee presents and supports the Amy position on major new collection and analytical programs, significant changes in inter-service or inter-organization operational policies or identification of the most critical technology areas meriting commitment of major resources to other government departments and/or the Congress.

- Employee represents the Army and/or serves as chairperson on executive-level advisory groups to formulate community policies and procedures, to identify and set program priorities and to assure compatibility of DA/DOD efforts.

FACTOR E - SUPERVISION RECEIVED: This factor covers the nature and extent of direct or indirect controls exercised by the Supervisor, the employee's responsibility, and the methodology for reviewing completed work.

E-1 SUPERVISION RECEIVED 5 POINTS

The supervisor or senior analyst gives specific assignments accompanied by clear and detailed instructions. The employee works as instructed. Matters not covered by the original instructions are referred to the supervisor or a senior analyst. Work is monitored at all stages of progress and checked upon completion for accuracy, completeness and adherence to instructions.

EXAMPLE:

- Supervisor or senior analyst provides specific instructions on objective of a modeling and simulation assignment, equipment parameters and data sources, and work procedures to follow to accomplish limited portions of analysis projects. The employee refers problems, questions and difficult situations as encountered to the supervisor or a senior analyst.

E-2 SUPERVISION RECEIVED 20 POINTS

Work assignments are well defined in scope and objectives and are accompanied by suggestions on pertinent subject references and research sources, as well as instructions on such things as coordination channels and security procedures. Employee exercises independence to carry out routine or repetitive assignments according to general directions but may suggest other methods of calculation or technical evaluation to solve problems. Supervisor or senior analyst checks final drafts or finished portions of projects for completeness, adequacy and adherence to instructions before data is provided to the customer.

EXAMPLES:

- The supervisor or a senior analyst provides information on a technical problem to be solved, its relationship to the overall intelligence analysis project and the analysis methods to be used. Employee is directed to specific types. of calculations or established computer programs and is given a format for reporting results. Employee follows directions on researching sources and selecting data but may suggest application of an alternative computational method for arriving at a specific factor to evaluate a subsystem's capability.

- The supervisor or senior analyst identifies and defines a course of action to rectify an operational problem in laboratory procedures. Employee is directed to follow the course-of action to solve the problem but 'relies on past similar experience to carry out the work.

- The supervisor provides descriptions of analytical techniques, procedures, and documentation to be used to meet local organization or consumer requirements. The supervisor defines technical knowledge and skills required to perform the tasks and ensures that the employee obtains the required skills. The employee executes the assignment independently unless there are new, difficult, or unusual problems. The employee may make recommendations on how to solve these problems. The supervisor performs quality control checks of the analytical procedures used and the results before they are provided to the consumer.

- When assigning an employee a job to process a collected signal using specific analytical techniques or utility package, the supervisor or team leader explains the structure, input parameters, processes and expected results. The employee works independently with the procedures, deviating only due to operational factors such as computer failures, saturation, etc., and provides the results for evaluation.

E-3 SUPERVISION RECEIVED 35 POINTS

Supervisor assigns responsibility for a subject area which is usually a discrete portion of the unit's mission area. Supervisor defines objectives, priorities, and deadlines for intelligence production projects. The employee plans and carries. out analysis steps and handles problems encountered in computing data or evaluating information in accordance with accepted S&T intelligence analysis practices. The employee normally coordinates problems related to the project or tasks with the customer. The employee may confer with the supervisor or a senior analyst for suggestions on alternate analysis strategies, interpretation of activity policy, clarification of project emphasis or customer requirements. Work is reviewed for soundness of analysis methods, adherence to policy and accomplishment of project objectives.

EXAMPLES:

- Employee is expected to independently select the most efficient method for analyzing spectral data to identify the significant signature characteristics and technical specifications. Supervisor reviews the final product to insure that appropriate verification techniques have been employed and that project results have been coordinated where necessary.

- Employee identifies new equipment, technology, or techniques which will enhance laboratory apparatus and suggest course of action to implement these innovations in existing measurement techniques.

- Employee works with a consumer's engineer to develop analytical requirements. The employee then selects appropriate techniques, which, at this level would be relatively stable. The supervisor or team leader may make suggestions as to other methods or concur in choice. The employee, then, executes the work independently.

E-4 SUPERVISION EXERCISED 55 POINTS

Supervisor assigns continuing responsibility for a subject area which is typically broad and complex in nature and requires a high degree of independent action. The supervisor provides general direction on overall objectives and resources available to carry out the work. The employee and supervisor in consultation develop emphasis and deadlines for projects.

The employee is responsible for selection of appropriate analysis techniques and independently completes research, analysis, product preparation and coordination. The employee is expected to keep supervisor informed on problems which may impact production deadlines and controversial issues as they arise. Work is reviewed for effectiveness in meeting customer requirements and activity objectives.

EXAMPLES:

- Employee prepares a proposal for a modeling, simulation or signatures project to exploit an item of foreign materie1. Consultation with a customer is to establish an understanding of the potential of the organization's analysis methods for meet customer's signature requirements. Super-visor and employee agree on commitment of unit resources for project, areas of emphasis and coordination. Supervisor and employee consult to develop strategies for the implementation of project with respect to other on-going and projected activities, and its overall effect on the activity mission.

- Employee identifies the requirement for a major change in focus of an on-going contractual effort. As the COTR, employee directs the changes in the contract and informs the supervisor of the change and its effects on the overall modeling, simulation or signatures mission.

- Employee prepares a proposal for evaluation of a specific technical data analysis problem. Supervisor agrees with general concept and is apprised of specific technical problems that may affect the organization's established production timetable. Results are reviewed for effectiveness in meeting overall activity objectives.

E-5 SUPERVISION EXERCISED 75 POINTS

Supervisor assigns responsibility for a very broad and complex S&T intelligence subject which is a key activity mission area. The supervisor provides only general administrative guidance and broad policy direction in terms of the relationship of the assignment to the activity's mission objectives. The employee independently designs innovative analysis projects and .assumes responsibility for carrying out projects, negotiating cooperation from other intelligence community or supporting Amy elements and keeping the supervisor informed of progress and significant developments. Work is reviewed in terms of feasibility, effectiveness in meeting broad and demanding customer requirements and for 'its contribution to the accomplishment of the overall activity mission.

EXAMPLES:

- Based on requirements developed through extensive contacts with a wide range of customers and a seasoned interpretation of the activity's program priorities, the employee coordinates the organization's participation in an innovative cross disciplinary modeling, simulation or signatures analysis project which may represent a new program direction for the activity. The employee is responsible for Coordinating tasking within the activity and the intelligence community for analysis and support services and resources.

The employee independently designs the project approach, scope and emphasis, integrating substantive contributions from other senior analysts. The supervisor and employee consult to resolve policy and program issues which arise during the formulation, implementation and coordination of the positions resulting from the analysis.

- Employee develops and manages highly technical modeling, simulation or signatures analysis projects and provides independently obtained status and results to senior and supervisory personnel. Employee has broad authority for unreviewed technical action which is evaluated by supervisor for effectiveness of results.

- Employee is assigned as a project leader for a very broad and complex modeling, simulation or technical data analysis subject area. Employee formulates the data collection and exploitation strategy which often involves innovative use of national collection assets, tasks lower-graded analysts and independently coordinates product integration and cooperation from counterparts at other intelligence activities. Supervisor and employee consult to formulate activity's position on redirecting agency or national collection resources to support S&T intelligence objectives.

- Employee studies. the requirements and develops and/or acquires the necessary analytical techniques, procedures, and processes. The employee also develops rationale and identifies technical shortfalls in knowledge and skills, taking corrective action through research and self-study. Verification of techniques in employee's specialty area and results are performed by the employee with conclusions provided to the supervisor. Employee coordinates projects with outside organizations as necessary and keeps supervisor apprised of important details and conflicts. Employee develops rationale and makes recommendations on conflicts and policy or mission related problems.

E-6 SUPERVISION EXERCISED 95 POINTS

Employee is assigned continuing responsibility developing analytical programs satisfying long range intelligence issues critical to the Activity's mission. Assignments are made in terms of overall Army intelligence missions, goals and policies; The employee selects objectives, plans and methods based on requirements and independent of any substantive review. Broad policy questions or major problems of coordination are resolved in conference with senior Activity managers. Recommendations for new projects or alterations of objectives are usually evaluated for such considerations as availability of resources, program or mission goals, or national priorities. Completed work is reviewed by supervisor for effectiveness in meeting Activity goals. Results of completed work are generally considered technically authoritative and normally are accepted without significant change.

EXAMPLE:

- Employee is responsible for proposing and implementing major long term S&T intelligence analysis objectives which usually require commitment of significant resources from other units within the Activity and/or customer commands. Employee independently determines methods and resources necessary to achieve program goals. Program recommendations are considered technically authoritative and are reviewed primarily for effective agency resource utilization and achievement of national policy considerations.

- Employee leads technical team(s) to build model(s) and simulation(s) for a critical, complex weapon system. The team usually includes specialists from different areas such as radar, missiles, tank, signatures, or technical data. The-employee assigns work to each in the specialty area, and, then, integrates the work, performing necessary verification tests to insure that the integrated simulation is accurate. Recommendations for alterations of project are evaluated chiefly for availability of resources or effectiveness in meeting program goal s. Final model and simulation are used without significant change, impacting other similar work.

E-7 SUPERVISION EXERCISED 115 POINTS

Assignments are made in general terms of the overall objectives and programs of the Army and the intelligence community. Assignments involve virtually no supervision other than broad guidance from the most .senior Department level, Independence is affected only by changes in the availability of funds, broad national intelligence program goals, or public policy priorities. The employee is usually the most authoritative individual in the functional area within the Department.

EXAMPLES:

- Employee formulates and implements overall mission programs based on knowledge of DOD and S&T intelligence community requirements and provides policy direction to subordinate levels in the analytical staff.

- The employee is the Senior Scientific Advisor or Technical Director. The employee regularly represents the Army at the highest national or international intelligence community levels and has authority to commit Army support for new program directions or policies.

- Employee is free to explore new requirements with Department, joint, national and international consumer organizations and to research and develop new and innovative concepts to meet consumer requirements. Analyzes the situation and performs necessary research and development to correct technical shortfalls. Explores advanced and innovative data requirements, processing techniques, and analytical techniques with intelligence data suppliers. Performs review and verification when needed and coordinates all technical aspects of projects with national and international organizations. Supervisor is kept informed on overall conduct of projects, technical breakthroughs, major conflicts, resource and policy implications.

The following list includes series commonly used intelligence production.

GS-0132 Intelligence Series

GS-0401 General Biological Sciences Series

GS-0403 Microbiology Series

GS-0801 General Engineering Series

GS-0806 Materiels Engineering Series

GS-0810 Civil Engineering Series

GS-0830 Mechanical Engineering Series

GS-0840 Nuclear Engineering Series

GS-0850 Electrical Engineering Series

GS-0855 Electronics Engineering Series

GS-0854 Computer Engineering Series

GS-0858 Biomedical Engineering Series

GS-0861 Aerospace Engineering Series

GS-0893 Chemical Engineering Series

GS-0896 Industrial Engineering Series

GS-1301 General Physical Science Series

GS-1310 Physics Series

GS-1320 Chemist Series

GS-1370 Cartography Series

GS-1382 Food Technology Series

GS-1384 Textile Technology Series

GS-1515 Operations Research Analysis Series

GS-1520 Mathematics Series

GS-1550 Computer Science Series

The table on the following page illustrates how the CIPMS AOG factor levels combine in typical scientific and technical intelligence analysis positions at grades GS-5 through GS-18. The table is provided as an aid to users in understanding the most common factor relationships at each grade, i.e. the level of knowledge required to perform work of a particular complexity and the supervisory controls appropriate to that level of work. Users should be aware that these factor degree combinations are not required by the classification system. Correct classification can be arrived at only if each position is examined against each factor and subfactor for its individual job characteristics. This matrix is not intended to be a substitute for careful consideration of all the factor levels and the illustrative examples.