NAPA WORK PLAN FOR THE STUDY OF INTELLIGENCE COMMUNITY PERSONNEL STUDY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00530R000400800001-4
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 8
• Document Creation Date: December 22, 2016
• Document Release Date: October 4, 2012
• Sequence Number: 1
• Publication Date: June 13, 1988
• Content Type: MEMO

Declassified in Part - Sanitized Copy Approved for Release 2012/10/04 :
CIA-RDP90-00530R000400800001-4
STAT
:? :SENSE INTELLIGENCE AGEN r s
%iASHINGTON, O.C. 20340-0001
13 JUN 1988
STAT
SUBJ: NAPA Work Plan for the Study of
Intelligence Community Personnel Study
Enclosed is the Defense Intelligence Agency's
response on Task VI - Training & Career
TO:
Development.
Declassified in Part - Sanitized Copy Approved for Release 2012/10/04 :
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 Declassified in Part - Sanitized Copy Approved for Release 2012/10/04: CIA-RDP90-0053OR000400800001-4
SUBJECT: Response to Intelligence Community Information Request
1. Defense Intelligence Agency policies and objectives for training are as
specified in DIAR 24-1 "Training of DIA Personnel."
The Training Division is mandated:
- To provide the training necessary to assure maximum efficiency of
assigned military and civilian personnel, both full-time and part-time.
- To enhance the career development opportunities for DIA civilian
personnel by permitting the payment of tuition and related expenses for
appropriate training programs and courses conducted at various Government and
non-Government facilities.
- To achieve maximum utilization of DIA and DoD internal facilities for the
career development and training of civilian personnel. When development and
training needs cannot be met within DoD, the facilities and services of other
Government agencies will be used to the extent they are available and suitable
to the individual's career objective. When suitable internal and Government
facilities are not available, training by, in, or through non-Government
facilities and services is encouraged.
- To assist the supervisor to meet the training and education needs of
their employees. The supervisor needs to plan and recommend employees for any
training and education necessary, Government or non-Government, to improve job
performance.
- To apply the principal criterion for selection of employees for training
and education that the knowledge acquired through the training is needed and
will be utilized in present or reasonably anticipated future duties.
Training programs offered by the Defense Intelligence Agency are provided for
in five major areas. These areas and courses include:
Clerical - Clerical Orientation Course
Records Management
Essentials of Secretarial Procedure
Advanced Secretarial Procedures
Proof readi ng
English Review
Communications - Dynamics of Writing for Decisionmaking
Listening Skills
Communication Skills
Briefing Techniques
Advanced Briefing Techniques
Speedreading for Professionals
Interviewing and Counseling
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Management/
Executive Development - EEO for Supervisors
Personnel Management for Supervisors
Basic Principles of Supervision
Management Principles
Stress Management
Time Management
Federal Executive Institute - OPM
Contemporary Executive Development
Program - George Washington University
Executive Seminar Center - OPM
Graduate Management Education Program -
American University and Defense
Intelligence College
Full-Time Study - Civilian Universities
Naval War College
Army War College
Air War College
Armed Forces Staff
College
Naval Postgraduate
School
Technical/
Intelligence - Foreign Service Institute - Area Studies
Principles of Contracting
SAC Space and Missile Course
Language Training
Defense Intelligence College
Electronic Warfare
Advanced Nuclear Weapons Orientation
Joint Space
Joint Special Operations
Defense Advanced Sensor Interpretation and
Applications Training
Advanced Sensor Imagery Analysis Training
ADP - Mainframe applications - Programming
Systems Analysis
Systems Design
DIAOLS/COINS - Overview
Basic
Support for Analysts File
Environment (SAFE) - Delivery 1
Delivery 3
Host Word Processing
AIM
Text
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Microcomputer training - Wordperfect
MS-DOS
dBase III Plus
Supercalc 4
Lotus 1-2-3
Microsoft Windows
Project Management Workbench
STAT
The organization perceives the merit of DIA training programs to be of good
quality and to more than adequately respond to the needs of the agency.
Evaluation of these attributes are determined through:
- Surveys completed annually by all DIA elements that analyze training
requirements and revision of programs accordingly.
- Discussion with and approval of programs and training dollars spent
,by the Agency Career Programs Selection Board.
- End of course evaluations and review of internal programs by the
Training Division staff.
Response of employees and supervisors to the training conducted.
3. Career Development and Training of each employee are linked through the
employee's Career Development Plan. Every plan includes a Training and
Education Plan Overview.
- The Career Speciality is divided into three levels - Entry, Mid- and
Senior-level. For each of these levels, the training and education required
to perform the duties are specified.
- The training and education for each level is also separated into the
following three categories:
- Training that is Minimum Essential for the position.
- Training that is Skill/Position Enhancing.
- Training that is Career Enhancing.
4. The Defense Intelligence Agency, through its Strategic Plan, provides the
Training Division with the current and future plans for the organization as
well as its mission. In addition, the Directorate for Operations, Plans and
Training establishes its own strategic plan of goals and objectives in support
of the Agency's. It includes a functional area to specifically address
education and training.
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The present and future goals and objectives for Training ude:
- The ensuring that adequate resources are pro ammed for
validated training requirements.
- The establishment of contractual capability to support DIA
training systems and development requirements.
- The development of training programs in support of new systems,
missions, skills, capabilities and sites.
- The preparation of high quality and timely training programs.
- The improvement in quality and responsiveness of Defense
Intelligence education and training.
- The continued expansion of microcomputer capabilities and
training.
- The sponsorship of Defense community-wide training programs.
A
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SQQEDULE A
Number of
Time Spent
Average Days
Training Per
Enrollments
In In Training
(1)
Employee
Defense Intelligence Agency
(Organization)
(2) Costs (3)
Subtotal, training conducted
inside the organization (4)
6,271
13,555 Days
2.4 Days
Subtotal, training conducted
outside the organization
1,719
19,147 Days
3.4 Days
TOTAL, TRAINING
7,990
32,702 Days
5.7 Days
508K
935K
1,443K
(1) Give in days or years; 230 days equate to one year. For part-time training, double the time spent in
classroom instruction and convert to days using the standard eight-hour workday.
(2) Divide organization workyears during the fiscal year by the total time spent in training.
(3) Dollars in thousands; use budget figures.
(4) Attendance only in formal courses; do not include on-the-job training.
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Subtotal, Management and
supervisory training
Subtotal, executive
development training
Subtotal, mandated skills
training (4)
Subtotal, training not in
other subtotals
TOTAL, ALL TYPES OF TRAINING
Defense Intelligence Agency
(Organization)
Average Days
Number of Time Spent Training Per
Enrollments In Training (1) Employee (2)
3,872
9,766 Days 1.7 Days
410 Days .07 Days
11,478 Days 2.0 Days
3,549 11,048 Days 1.9 Days
7,990
32,702 Days 5.7 Days
(1) Give in days or years; 230 days equate to one year; for part-time training double the time spent
in classroom instruction and convert to days using the standard eight-hour workday.
(2) Divide organization workyears during the fiscal year by the total time spent in training.
(3) Dollars in thousands; use budget figures.
(4) Indicate by separate noting if mandated skills training includes management and supervisory
or executive development training.
356K ,r9
763K
1,443K
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Defense Intelligence Agency
RESOURCES DEVO'iED TO TRAINING AND CAREER DEVELOPMENT WRING FY 1987 (Organization)
Total Staff Years
Staff Per 100
Years Employees
Staff assigned to training and
career development activities 9.75 .17
Declassified in Part - Sanitized Copy Approved for Release 2012/10/04: CIA-RDP90-0053OR000400800001-4