JOB: Deputy Chief, Office for Counterintelligence, Department of Defense

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    Patrick Fiorenza


    Department: Department Of Defense

    Agency: Defense Intelligence Agency

    Job Announcement Number: X11-D – DISES-DKM


    $119,553.00 – $165,300.00 /year


    Tuesday, August 16, 2011 to Tuesday, September 06, 2011




    Full Time Permanent


    1 vacancy – NORTHERN VIRGINIA


    United States Citizens


    As a member of the United States Intelligence Community, the Defense Intelligence Agency (DIA) is a Department of Defense combat support agency. With over 16,500 military and civilian employees worldwide, DIA is a major producer and manager of foreign military intelligence. We provide military intelligence to warfighters, defense planners, and defense and national security policymakers in the Department of Defense and the Intelligence Community in support of U.S. military planning and operations and weapon systems acquisition. We invite you to learn how you can become a valued member of the DIA team.

    The Defense Intelligence Agency will transition from a banded pay structure to a GS-like grade and step pay structure on or about September 25, 2011. Employee pay will no longer align to a broad pay band salary range, but will instead align to a specific grade and step. Applicants hired piror to this conversion will be assigned to a pay band, but salary offers will be set to a GS equivalent grade and step. Applicants hired after September 25, 2011 will be assigned to a specific grade and step.

    We are committed to:

    • Service to our country, our community, and our fellow citizens.
    • Dedication, strength, and urgency of purpose to provide for our nation’s defense.
    • Customer-Focus in the products and services we provide.
    • Integrity and accountability in all of our actions and activities.
    • Commitment to inquiry, truth, and continuous learning.
    • Creativity and innovation in solving problems, discovering facts, and creating knowledge.
    • Teamwork through internal and external partnerships.
    • Leadership at all levels within Defense Intelligence and the Intelligence Community.


    • – U.S. Citizenship – Drug Test – Security Investigation


    Additional Duty Location Info:

    1 vacancy – NORTHERN VIRGINIA


    This is a Tier 1 Defense Intelligence Senior Executive Service position. The Deputy Chief, Office of Counterintelligence is responsible for developing and enhancing counterintelligence programs and activities to better meet the requirements of the Secretary of Defense (SECEF), Joint Chiefs of Staff (JCS), Department of Defense (DoD) components, Combatant Commands (COCOMS), and senior policy and decision makers. As such, incumbent is responsible for developing and adjusting counterintelligence guidance and strategic plans to ensure mission accomplishment. Provides counterintelligence support to the DoD critical infrastructure protection program, research and development programs and technology programs. Provides significant input for the development of a DoD Counterintelligence implementation strategy and an implementation plan consistent with National Counterintelligence Strategy which includes appropriate performance measurement standards. Incumbent monitors DoD counterintelligence activities in order to analyze and maintain Defense level investigative, operational and analytic information; provides appropriate feedback and support to the DoD counterintelligence components and ensures timely notification to designated senior DoD officials concerning critical counterintelligence events or activities; provides advice and recommendations to the Chief, Office of Counterintelligence, the Defense Counterintelligence manager, the Undersecretary of Defense for Intelligence (USDI), and other senior Office of the Secretary of Defense officials concerning potential damage to DoD or national security that could result in the compromise of classified or sensitive information and the impact; notify them about any counterintelligence investigations that have had, or could have, a significant impact on DoD. The Deputy Chief, Office of Counterintelligence provides input to the Chief, Office of Counterintelligence and responsible division chiefs functional senior level executives for the development, organization, coordination and management of the DoD CI Campaigns, to include collaborative planning and the prioritization and synchronization of DoD counterintelligence operational activities. Provides guidance in the planning and execution of missions conducted by the DoD Force Protection Response Group missions. Provides input authorized, and represents the Chief, Office of Counterintelligence, the Director, Defense Counterintelligence and HUMINT Center, and the Director, Defense Intelligence Agency and DoD with other US government and non-government agencies, to include the Office of the National Counterintelligence Executive, the Director of National Intelligence, and the Federal Bureau of Investigation regarding the implementation of DoD counterintelligence missions, activities and functions.

    QUALIFICATIONS REQUIREMENTS: Applicants will be assessed against specific position requirements which are directly related to the position being filled and are essential for successful job performance. Qualification requirements fall into three areas: Executive, IC Senior Officer Core and Technical qualifications.

    IC SENIOR OFFICER CORE QUALIFICATION: You will be assessed against this Senior Officer Core Qualification Standard – Leading the Intelligence Enterprise – to determine your interagency or multi-organizational (business, mission or professional) leadership competencies.

    Leading the Intelligence Enterprise.

    ESSENTIAL FACTORS (3): (Mandatory – each must be addressed separately in your Supplemental Narrative Statement.)

    (1) Collaboration and Integration. IC senior officers have a responsibility to share information and knowledge to achieve results, and in that regard are expected to build effective networks and alliances with key peers and stakeholders across the IC, and/or with other United States Government (USO), state, local, tribal and foreign officials, as appropriate; actively engage these peers and stakeholders; involve them in key decisions; and effectively leverage these networks and alliances to achieve significant results. In addition, senior officers are expected to create an environment that promotes employee engagement, collaboration, integration, information and knowledge sharing, and the candid, open exchange of diverse points of view. Candidates assessed against this competency must demonstrate knowledge, skill, and/or ability to:

    (a) Build, leverage, and lead collaborative networks with key peers and stakeholders across the IC and/or in other government/private-sector organizations, or professional/technical disciplines to achieve significant joint/multi-agency mission outcomes; and integrate joint/multi-agency activities, effectively exercising collaborative plans that realize mutual, joint, or multi-organizational goals.

    (2) Enterprise Focus. IC senior officers are expected to demonstrate a deep understanding of how the missions, structures, leaders, and cultures of the various IC components interact and connect; synthesize resources, information, and other inputs to effectively integrate and align component, IC, and USG interests and activities to achieve IC-wide, national, or international priorities. In addition, senior officers are expected to encourage and support Joint Duty assignments and developmental experiences that develop and reinforce an enterprise focus among their subordinates. Candidates assessed against this competency must demonstrate knowledge, skill, and/or ability to:

    (a) Understand the roles, missions, capabilities, and organizational and political realities of the intelligence enterprise; apply that understanding to drive joint, interagency, or multi-organizational mission accomplishment.

    (b) Understand how organizations, resources, information, and processes within the IC or interagency/multi-organizational environment interact with and influence one another; apply that understanding to solve complex interagency or multi-organizational problems.

    (3) Values-Centered Leadership. IC senior officers are expected to personally embody, advance and reinforce IC core values: a Commitment to selfless service and excellence in support of the IC’s mission, as well as to preserving, protecting, and defending the Nation’s laws and liberties; the integrity and Courage (moral, intellectual, and physical) to seek and speak the truth, to innovate, and to change things for the better, regardless of personal or professional risk; and Collaboration as members of a single IC-wide team, respecting and leveraging the diversity of all members of the IC, their background, their sources and methods, and their points of view. In addition, senior officers are also expected to demonstrate and promote departmental and/or component core values, which may be incorporated in writing, as applicable. Candidates assessed against this competency must demonstrate knowledge, skill, and/or ability to:

    (a) Promote, reinforce, and reward IC, departmental component core values in the workforce and ensure that actions, policies, and practices are aligned with, and embody those values.

    (b) Ensure that organizational strategies, policies, procedures, and actions give appropriate focus, attention, and commitment to diversity of people, points of view, ideas, and insights.

    Other Requirements

    All DIA employees are subject to world-wide deployment to crisis situations and may be required to serve anywhere in the world.

    May be required to perform duty at other operating locations.

    All DIA employees are subject to initial and aperiodic counterintelligence-scope polygraph tests.

    All employees are required to sign an agreement not to disclose, in any fashion, classified information to unauthorized persons. An agreement is also required to authorize agency pre-publication review of certain material prior to disclosure during and after employment with DIA.

    DIA is an equal opportunity employer. All qualified candidates will be considered regardless of political affiliation, race, color, religion, national origin, sex, sexual orientation, marital status, age, disability, personal favoritism, protected genetic information, or other non-merit factors. DIA provides reasonable accommodation to applicants with disabilities, as appropriate. If you need a reasonable accommodation for any part of the application and hiring process, please contact the servicing Human Resources Specialist/Manager.

    Availability for shift work, extended hours, and travel is required for this position.

    Current Federal employees (non-DIA) must also submit a copy of the SF50, notification of personnel action, that documents their appointment to or promotion to the highest grade held.

    Relocation (permanent change of station) costs may not be authorized.

    If you are claiming 5-points Veterans’ preference, you must submit a copy of your DD-214, Certificate of Release or Discharge from Active Duty, or other documentation that supports your claim. Applicants claiming 10 points veterans’ preference must submit a DD-214 and Standard Form 15, Application for 10-Point Preference, as well as required documentation indicated on the form. Lack of supporting documentation will result in the Agency’s inability to recognize veteran status for this announcement.

    Employees must participate in the DoD Direct Deposit/Electronic Fund Transfer of Pay (DD/EFT) Program, with net pay deposited directly into the employee’s account of choice at his/her designated financial institution.

    Qualifications and Evaluations


    All applicants must be U.S. citizens and are subject to a thorough background inquiry.

    Executive Core Qualifications (ECQs) are the most important qualification requirements for DISES positions. They are designed to assess executive experience and potential – not technical expertise. They measure whether you have the broad executive skills needed in a variety of senior executive positions. Failure to meet a qualification requirement will disqualify an applicant.

    (Note: Current career SES or DISES members, former SES or DISES members who are reinstatement-eligible and graduates of OPM-certified Candidate Development Programs are not required to address the ECQs, but must address the Essential Factors in the Technical Qualifications.)

    Executive Core Qualifications (ECQs): (Each must be addressed separately in your Supplemental Narrative Statement. One page maximum per ECQ.)

    1) Leading Change: This core qualification involves the ability to bring about
    strategic change, both within and outside the organization, to meet organizational
    goals. Inherent to this ECQ is the ability to establish an organizational vision and to
    implement it in a continuously changing environment.

    Leadership Competencies:

    a. Creativity and Innovation: Develops new insights into situations; questions
    conventional approaches; encourages new ideas and innovations; designs and
    implements new or cutting edge programs/processes.

    b. External Awareness: Understands and keeps up-to-date on local, national,
    and international policies and trends that affect the organization and shape
    stakeholders’ views; is aware of the organization’s impact on the external

    c. Flexibility: Is open to change and new information; rapidly adapts to new
    information, changing conditions, or unexpected obstacles.

    d. Resilience: Deals effectively with pressure; remains optimistic and persistent,
    even under adversity. Recovers quickly from setbacks.

    e. Strategic Thinking: Formulates objectives and priorities, and implements
    plans consistent with the long-term interests of the organization in a global
    environment. Capitalizes on opportunities and manages risks.

    f. Vision: Takes a long-term view and builds a shared vision with others; acts as
    a catalyst for organizational change. Influences others to translate vision into

    2) Leading People: This core qualification involves the ability to lead people toward
    meeting the organization’s vision, mission, and goals. Inherent in this ECQ is the
    ability to provide an inclusive workplace that fosters the development of others,
    facilitates cooperation and teamwork, and supports constructive resolution of

    Leadership Competencies:

    a. Conflict Management: Encourages creative tension and differences of
    opinions. Anticipates and takes steps to prevent counter-productive
    confrontations. Manages and resolves conflicts and disagreements in a
    constructive manner.

    b. Leveraging Diversity: Fosters an inclusive workplace where diversity and
    individual differences are valued and leveraged to achieve the vision and mission
    of the organization.

    c. Developing Others: Develops the ability of others to perform and contribute to
    the organization by providing ongoing feedback and by providing opportunities to
    learn through formal and informal methods.

    d. Team Building: Inspires and fosters team commitment, spirit, pride, and trust.
    Facilitates cooperation and motivates team members to accomplish group goals.

    3) Results Driven: This core qualification involves the ability to meet organizational
    goals and customer expectations. Inherent in the ECQ is the ability to make
    decisions that produce high-quality results by applying technical knowledge,
    analyzing problems and calculating risks.

    Leadership Competencies:

    a. Accountability: Holds self and others accountable for measurable, high-
    quality, timely, and cost-effective results. Determines objectives, sets priorities,
    and delegates work. Accepts responsibility for mistakes. Complies with
    established control systems and rules.

    b. Customer Service: Anticipates and meets the needs of both internal and
    external customers. Delivers high-quality products and services; is committed to
    continuous improvement.

    c. Decisiveness: Makes well-informed, effective, and timely decisions, even
    when data are limited or solutions produce unpleasant consequences; perceives
    the impact and implications of decisions.

    d. Entrepreneurship: Positions the organization for future success by identifying
    new opportunities; builds the organization by developing or improving products or
    services. Takes calculated risks to accomplish organizational objectives.

    e. Problem Solving: Identifies and analyzes problems; weighs relevance and
    accuracy of information; generates and evaluates alternative solutions; makes

    f. Technical Credibility: Understands and appropriately applies principles,
    procedures, requirements, regulations, and policies related to specialized

    4) Business Acumen: This core qualification involves the ability to manage human,
    financial, and information resources strategically.

    Leadership Competencies:

    a. Financial Management: Understands the organization’s financial processes.
    Prepares, justifies, and administers the program budget. Oversees procurement
    and contracting to achieve desired results. Monitors expenditures and uses cost-
    benefit thinking to set priorities.

    b. Human Capital Management: Builds and manages workforce based on
    organizational goals, budget considerations, and staffing needs. Ensures that
    employees are appropriately recruited, selected, appraised, and rewarded; takes
    action to address performance problems. Manages a multi-sector workforce and
    a variety of work situations.

    c. Technology Management: Keeps up-to-date on technological developments.
    Makes effective use of technology to achieve results. Ensures access to and
    security of technology systems.

    5) Building Coalitions: This core qualification involves the ability to build coalitions
    internally and with other Federal agencies, state and local governments, nonprofit
    and private sector organizations, foreign governments, or international organizations
    to achieve common goals.

    Leadership Competencies:

    a. Partnering: Develops networks and builds alliances; collaborates across
    boundaries to build strategic relationships and achieve common goals.

    b. Political Savvy: Identifies the internal and external politics that impact the work
    of the organization. Perceives organizational and political reality and acts

    c. Influencing/Negotiating: Persuades others; builds consensus through give
    and take; gains cooperation from others to obtain information and accomplish

    6) Fundamental Competencies (FC): (Because they are cross-cutting, they should
    be addressed over the course of responding to the ECQs in your Supplemental
    Narrative Statement. It is not necessary to address each FC separately as long as
    the SNS, in its totality, shows mastery of these competencies on the whole.)

    Fundamental Competencies:

    a. Interpersonal Skills: Treating others with courtesy, sensitivity and respect.
    Considering and responding appropriately to the needs and feelings of different
    people in different situations.

    b. Oral Communication: Making clear and convincing oral presentations.
    Listening effectively; clarifying information as needed.

    c. Integrity/Honesty: Behaving in an honest, fair, and ethical manner. Showing
    consistency in words and actions. Modeling high standards of ethics.

    d. Written Communication: Writing in a clear, concise, organized, and convincing
    manner for the intended audience.

    e. Continual Learning: Assessing and recognizing personal strengths and
    weaknesses; pursuing self-development.

    f. Public Service Motivation: Showing a commitment to serve the public.
    Ensuring that actions meet public needs; aligning organizational objectives and
    practices with public interests.

    Technical Qualifications
    Applicants will be assessed against specific position-related assessment factors which are directly related to the position being filled and are essential for successful job performance. Candidates who do not fully address all of the Factors will not be given further consideration. A reference to the resume itself will be considered insufficient.


    ESSENTIAL FACTORS: (Mandatory – each must be addressed separately in your Supplemental Narrative Statement.)

    1. In-depth understanding of the mission and functions of the IC, DoD, and the U.S. Counterintelligence enterprise.
    2. Demonstrated experience in the identification, analysis, coordination, and implementation of highly complex programs and resource issues throughout the Planning, Programming, and Budgeting System cycle.
    3. Highly developed interpersonal aptitude (emotional intelligence) as demonstrated by an accurate self-awareness of strengths and weaknesses, sensitivity to others and other points of view, and the resiliency and adaptability to respond appropriately in a wide variety of situations, cultivating trust and effective interpersonal relationships among and with peers, superiors and subordinates.
    4. Demonstrated ability to foster a success-oriented, accountable work environment by motivating and leading teams or effectively following others lead by identifying and supporting the leader(s) and improving team cohesiveness, working cooperatively with individuals from other groups or organizations and taking an encouraging, supportive and inclusive approach to planning, consensus-building and decision making.
    5. Work experience which qualifies for joint duty certification under Intelligence Community Directive 601. Qualifying experience requires at least 12 months of satisfactory performance at a pay grade of at least GS-13 (or equivalent) after 11 September 2001 in positions such as: prior military service; a detail, rotational, or temporary assignment to another agency in the Intelligence Community or equivalent experience in the private sector, academia, or other Federal or state agencies.


    All applicants must submit a resume and responses to the technical qualifications and managerial qualifications per the application instruction provided. Applications received which do not include the above information will not be considered. Applications received after the close out date will not be considered.

    Benefits and Other Info


    Please visit our web site, Under the “Careers” heading on our web site, you will find a listing of benefits available to DIA employees.


    This position is a Defense Intelligence Senior Executive Service (DISES) position. DIA has the authority to establish and staff these positions through PL 104-201.

    Privacy Act Statement:

    The National Security Act of 1947, as amended, (50 U.S.C. 401 et seq.) 10 U.S.C. 113, 5 U.S.C. 301, 44 U.S.C. 3102, and E.O. 9397 (SSN), authorizes collection of the requested information. The information is collected to evaluate individuals for specific employment opportunities. In addition to those disclosures generally permitted under 5 U.S.C. 552a(b) of the Privacy Act, these records or information contained therein may specifically be disclosed outside the Department of Defense as a routine use pursuant to 5 U.S.C. 552a(b)(3) as follows:
    The DoD ‘Blanket Routine Uses’ set forth at the beginning of the Defense Intelligence Agency’s compilation of systems of records notices apply to this system.
    Information is requested on a voluntary basis, failure to provide information may delay the employment process.

    Citizenship, Background Investigations and Pre-Employment Screening/Agreement
    All DISES candidates must be U.S. citizens able to obtain a Top Secret clearance and are subject to a thorough background inquiry. Information obtained during this inquiry will be considered in the selection decision. Selectees for DISES positions are also subject to mandatory testing for illegal drug use prior to appointment, and may be subject to polygraph examinations. DISES employees will sign an agreement not to disclose, in any fashion, classified information to unauthorized persons.

    Probationary Period
    Applicants selected for this position must successfully complete a one-year probationary period in conjunction with the appointment at the DISES level. (Applicants selected from outside DIA are also subject to the completion of an additional one-year probationary period [two years total] associated with their initial appointment to the Agency.)

    Mobility and Deployment
    Organizational, functional and geographical mobility is highly desirable for senior civilians. It can add breadth and depth to the member’s experience along with greater challenges and responsibilities. All DIA employees are subject to world-wide deployment to crisis situations and may be required to serve anywhere in the world.

    Direct Deposit
    Applicants selected for this position must enroll in the DoD Direct Deposit/Electronic Transfer of Pay Program.

    Required Disclosure
    This position is covered under the Ethics in Government Act of 1978 (P.L. 95-521). Incumbents of this position will be required to file an Executive Branch Public Financial Disclosure Report (SF-278) with the DIA Office of General Counsel.

    Merit Selection Principles and Non-Discrimination
    DIA will consider all DISES candidates without regard to race, color, creed, religion, gender, national origin, age, marital status, sexual orientation, political affiliation, physical or mental disability or any other non-merit factors. Selection will be based solely upon merit and qualifications. Veteran’s preference does not apply to DISES. The filling of DISES positions is not subject to automatic assignment registration programs such as the DoD Priority Placement Program.

    How To Apply


    All applicants are required to submit a résumé. Format is at your discretion, but must include: full name, address, and telephone numbers and/or email address where you can be reached. In addition to providing a current résumé, all applicants must prepare and submit a Supplemental Narrative Statement describing in sufficient detail the experience, education, and accomplishments which have provided them the skills and knowledge required in the ECQs and technical qualification areas above. Incomplete application packages will not be considered. Applications will be no longer than 25 pages. We provide reasonable accommodations to applicants with disabilities, where appropriate. If you need a reasonable accommodation for any part of the application or hiring process, please notify us at the address below. The decision on granting an accommodation will be on a case-by-case basis.

    We recommend you submit your application via e-mail or facsimile to avoid possible mail delays.

    E-mail – Submit unclassified applications to [email protected] and [email protected]. Résumé and Supplemental Narrative Statement, and any attachments, should be in MS Word, Adobe Acrobat or similar file formats.

    Facsimile – Applications (unclassified) may be faxed to 202-231-0639.

    DIA Interagency Distribution – DIA employees may send applications via interagency distribution to the Senior Executive Management Office, SEMO, (Ms. Mills), DIAC.

    If none of the above methods are available, you may mail your application to:

    Defense Intelligence Agency
    Human Capital Executive Resources Office
    (Attn: SEMO, DIAC, Ms. Mills)
    Building 6000
    Bolling AFB, Washington, D.C. 20340-5100.

    Use of postage paid Government agency envelopes to file job applications is a violation of Federal law and regulation. Applications received in government franked envelopes will not be considered.

    Please send only one application by one of the methods above. Applications and any supporting materials you submit will not be returned.



    • Resume
    • Supplementary Narrative Statement
    • Copy of your last SF-50, Notification of Personnel Action (External Candidates Only)


    Ms. Mills/Mr. Cyr
    Phone: (202) 231-0638
    Agency Information:
    Defense Intelligence Agency
    Bolling AFB
    Washington, DC 20340


    We will notify you when your application has been received. You will also be notified if DIA is, or is not, interested in you as a potential employee of our agency.

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