SORT: 5010.10

DOCI: DODD 5010.10

DATE: 19720809

TITL: DODD 5010.10 Intelligence Career Development Program, August 9, 1972,

ASD(I) thru ch 1 November 16, 1994

Refs: (a) DoD Directive 5010.10, subject as above, June 16, 1966 (hereby


(b) DoD Directive 1430. 2, "Assignment of Responsibility for Civilian

Career Programs," May 9, 1966

(c) DoD Directive 5105.25, "Defense Intelligence School," November 2, 1962

(d) DoD Directive 5100.47, "National Cryptologic School," April 30, 1965

(e) Presidential Memorandum, "Organization and Management of the U.S.

Foreign Intelligence Community," November 5, 1971


This Directive implements the applicable provisions of Presidential

memorandum of November 5, 1971 (reference (e)) within the Department of

Defense.  It establishes policy and assigns responsibilities for the

development of military and civilian intelligence Career Programs designed

to assure the attainment of an improved DoD intelligence product.


Reference (a) is hereby superseded and cancelled.


The provisions of this Directive apply to the Office of the Secretary of

Defense, the Military Departments, the Organization of the Joint Chiefs of

Staff, the Unified and Specified Commands, the Defense Intelligence

Agency, the National Security Agency and the Central Security Service

(hereinafter referred to collectively as "DoD Components").


The terms used in this Directive are defined in enclosure 1.


A. The Department of Defense has a significant and recognized need for

professionally competent and highly motivated Intelligence personnel.  It

is essential that all practicable measures be taken to develop and

maintain viable and effective career development programs for our military

and civilian Intelligence personnel.

B. In order to address these needs and assure the emphasis and

coordination required, the Assistant Secretary of Defense (Intelligence),

on behalf of the Secretary of Defense, and in consonance with the

provisions of DoD Directive 1430.2 (reference (b)) and this Directive,

will assume overall leadership and coordinating responsibility over all

DoD military and civilian career development programs in the field of



The Department of Defense is fully committed to the goal of improving the

career development of all military and civilian Intelligence personnel,

thereby improving the Intelligence product.  The specific objectives are


A. Improve the DoD Intelligence capability, in consonance with other high

priority operational and personnel requirements, through the planned

development, effective motivation, and efficient use of the required

numbers and types of qualified military and civilian Intelligence


B. Provide to all career Intelligence personnel opportunities for

education, training, rotation, and promotion equal to their contemporaries

in other career fields.

C. Insure that career Intelligence personnel are carefully selected,

provided opportunities and incentives to increase their skills and broaden

their experience, and are motivated toward primary careers in one or more

areas of Intelligence.

D. Direct attention and emphasis toward improving the career development

and advancement opportunities of civilian Intelligence personnel by:

1. projecting and effecting planned work assignments that follow clear

lines of progression to higher skill and grade levels and to successively

more responsible positions, and

2. awarding the opportunity of cross-movement and promotion to positions

in and among DoD components requiring Intelligence professionals.

E. Augment the skills of selected career Intelligence personnel through

varied command/managerial and/or staff assignments outside the

Intelligence field which involve the application of Intelligence products

and the management of resources.

F. Improve the career development programs for military General

Intelligence and Cryptologic personnel and Intelligence subspecialists

through the interchange of information, ideas, and successful innovations.


A. The Assistant Secretary of Defense (Intelligence) is responsible to the

Secretary of Defense for overseeing, guiding and coordinating all DoD

component Intelligence career development programs for military and

civilian personnel; for assuring through his personal involvement that

high level interest and responsiveness are maintained by DoD components;

for keeping the Secretary of Defense apprised of achievements, problems

and plans; and for making recommendations with respect to Intelligence

career development activities throughout the Department of Defense.  In

exercising this responsibility he will:

l.  Issue DoD instructions and memoranda as necessary to further implement

this Directive.

2. Assure that obstacles to fully viable "Intelligence career development

plans and programs are identified, analyzed, and resolved in a timely


3. Establish as his chief advisory body a joint "Intelligence Career

Development Steering Group," chaired by a Deputy Assistant Secretary of

Defense (Intelligence), and composed of senior military and civilian

representatives (Intelligence and Personnel) from each of the Military

Departments, OJCS, DIA, NSA, and OASD(M&RA). This advisory group will:

identify problem areas and establish priorities, recommend plans of attack

with objectives for resolving these problem areas, establish schedules for

and monitor the accomplishment of these objectives, interchange

information and suggestions on a timely and frank basis, and advise the

Assistant Secretary of Defense (Intelligence) when his actions and

coordination are required.

4. Review all Intelligence education and training programs, and insure

that the Defense Intelligence School and the National Cryptologic School

serve as the cornerstones for providing the education and training

programs required in accordance with DoD Directives 5105.25 and 5100.47

(references (c) and (d)) to enhance the preparation of military and

civilian Intelligence personnel for positions in the national and

international security structure and to assist in their career development

5. Review annual status reports from the Secretaries of the Military

Departments and the comments thereon by the functional directors:

Director, DIA for General Intelligence and Director, NSA/Chief, CSS for

Cryptology; and report significant accomplishments, problems, plans and

recommendations to the Secretary of Defense.

6. Review the Intelligence organizations of DoD components to evaluate the

adequacy of civilian grade structures and position opportunities to

support the effective career development and advancement of civilian

career Intelligence personnel.

7. Recommend such legislation as may be necessary to overcome impediments

that may exist to the effective development and administration of

Intelligence career development programs.

8. Coordinate with the Assistant Secretary of Defense (M&RA) in matters of

Intelligence career development policy.

B. The Director, Defense Intelligence Agency will be the functional

director, under the guidance and direction of the Assistant Secretary of

Defense (Intelligence), for establishing a DoD career development program

designed to provide civilian General Intelligence career personnel for

duty with the Defense Intelligence Agency, Service Intelligence Staffs,

and Unified and Specified Commands; and for reviewing and coordinating

career development programs for military General Intelligence career

personnel.  In exercising this responsibility he will:

l.  Act as executive agent for the development of an overall career

development program for all civilian General Intelligence personnel in the

Department of Defense in accordance with DoD directive l430.2 (reference


2. Delineate the civilian General Intelligence field within the Department

of Defense and establish and maintain a referral system for all identified

billets and personnel.

3. Establish in consonance with the referral system an overall assignment

and promotion opportunity for civilian General Intelligence personnel and

appropriate cross assignments for professional broadening among DoD

components with General Intelligence elements.

4. Submit proposals, including possible required legislation to upgrade

career opportunities by providing more rewarding careers for the civilian

General Intelligence community, including the opportunity to reach higher

salary levels while remaining analysts.

5. Evaluate the adequacy of career programs for military and civilian

General Intelligence personnel by commenting on the annual status reports

of the Military Departments to the Secretary of Defense and by providing

appropriate comments and recommendations on the achievements, problems and

plans for solving the problems within the General Intelligence community.

C. The Director, National Security Agency/Chief, Central Security Service

will act as the functional director, in accordance with the guidance of

thhat effective representatives are assigned to the Intelligence

Career Development Steering Group and that these representatives in turn

have access to the highest levels within their respective military

departments for action and decision as required.

6. Evaluate the effectiveness and adequacy of career programs for military

and civilian Intelligence personnel (including subspecialists where

applicable) and commencing 1 January 1973 make comprehensive but brief

annual status reports to the Secretary of Defense on achievements,

problems and plans for solving the problems.


The reporting requirements prescribed herein are assigned Report Control

Symbol DD-I(A) 1200.


The provisions of this Directive are effective immediately.

Secretary of Defense

Enclosure - 1 Definitions

5010.10 (Encl 1) Aug 9, 72


A. Career development is the orderly growth and improvement of each

individual's potential to meet organizational needs as well as personal

career objectives.  This is accomplished by integrating each individual's

capabilities, needs, interests and aptitudes into a planned, systematic

program of education, training, and utilization that is geared to meet

present and future organizational requirements.

B. Career Development Program is a formal integration of the processes of

recruitment, selection, placement, job rotation, education, training,

incentives and awards, and promotion to achieve the systematic development

and effective utilization of skills for mission accomplishment and the

orderly and equitable career progression of affected personnel.

C. Intelligence personnel are those DoD General Intelligence (including

scientific and technical) personnel and Cryptologic personnel engaged in

the collection, processing, analysis, production and dissemination of

Intelligence information, or involved in the planning, programming and

management of Intelligence resources.

D. Career Intelligence Personnel is a term which embraces the following:

l.  Military career Intelligence personnel are those officers, warrant

officers and enlisted personnel whose careers are being developed

primarily in General Intelligence or Cryptology augmented, wherever

possible, by varied command and/or staff assignments in other functional


2. Civilian career Intelligence personnel are those civilians in the

grades of GS-5 through GS-18 whose careers are being developed in one or

more areas in the field of Intelligence and who are part of one of the

following major divisions:

a.  Civilian Cryptologic personnel are those civilian personnel who work

for NSA, and those civilian Cryptologic personnel of the Central Security

Service, and the Service Cryptologic Agencies.

b.  Civilian General Intelligence personnel are those civilian Intelligencepersonnel within the Department of Defense, excluding civilian Cryptologic

personnel as defined above.

3. Intelligence Subspecialist is a term used to identify those officers of

the Military Departments whose primary specialties are other than General

Intelligence or Cryptology but who are qualified through planned training

or experience to serve in, and are periodically assigned to General

Intelligence or Cryptology positions.