PROPONENT NOTES
Branch Qualification
The question most frequently asked of the Officer Issues Branch in
the Office of the Chief of Military Intelligence (OCMI) is "What
does it take to be branch-qualified in MI?" Department of the Army
(DA) Pamphlet 600-3, Commissioned Officer Development and Career
Management, 8 June 1995, provides guidance on the official MI
branch qualifications. The pamphlet describes-
- Schooling and operational assignments.
- Career development philosophy, trends, and patterns by
grade that qualify MI officers for retention, promotion, and school
selection.
- Branch qualifications by grade.
Each level denotes duty positions which keep an officer on a
competitive career path. The tremendous diversity of MI assignments
at all levels allows for multiple successful career development
paths. Ultimately, it is the goal of MI officer professional
development to produce and sustain sufficient qualified officers to
accomplish tactical, operational, and strategic intelligence
assignments. The qualifications listed in Figure 1 are direct
extracts from DA Pamphlet 600-3 for company- and field-grade
officers.
MI Reserve Component (RC) officers have a different career
development path because of varying duty position opportunities;
however, RC MI officers should also pay close attention to the
branch qualification standards found in DA Pamphlet 600-3. The RC
intelligence officer will follow a life-cycle assignment pattern of
professionally challenging and upwardly mobile intelligence
assignments, culminating in senior intelligence officer status. Key
intelligence positions within the RC are the same as for Active
Component MI officers.
Career management for MI officers is a team effort that includes
active participation by MI branch personnel at U.S. Total Army
Personnel Command (PERSCOM), OCMI, and the career officer. All MI
officers should take an active role in mapping out a successful
career path by staying familiar with DA Pamphlet 600-3. With total
participation and successful performance, a long and enjoyable
career can be yours.
Point of contact: Captain Dannewitz, (520) 533-1180, DSN 821-1180,
or PROFS dannewit@ for3083.
Warrant Officer Standards of Grade Tables
In April 1995, the MI warrant officer Standards of Grade (SOG)
tables underwent revision as part of the Warrant Officer Leader
Development Action Program II. The U.S. Army Force Integration
Support Agency published the changes to the SOG in the Notice of
Future Change (NOFC) W-9510-1 and also in the October 1995 update
to DA Circular 611, Implementation of Changes to the Military
Occupational Classification and Structure. MI commanders should
review their authorization documents to assure their grading is in
accordance with the SOG. Units must identify positions by rank
(e.g., CW2, CW3, CW4, and CW5) instead of warrant, senior warrant,
and master warrant officer. They must also enter additional skill
identifiers (ASIs) and special qualification identifiers (SQIs);
failure to do so may result in deletion of the ASI or SQI.
Chief Warrant Officer Five (CW5) positions that appear on the
revised SOG are now in the unit base table of organization and
equipment documents. Units which should document MI CW5 positions
include-
- Corps and echelon-above- corps MI brigades.
- Joint commands (e.g., U.S. Army Central Command,
Pacific Command, European Command).
- Major command headquarters (e.g., U.S. Army Intelligence
and Security Command; U.S. Army Forces Command; U.S. Army, Europe).
- U.S. Army Intelligence Center and Fort Huachuca.
- Defense Intelligence Agency.
- National Security Agency.
- DOD-level activities (e. g., On-Site Inspection Agency).
Units must document all CW5 positions prior to the end of fiscal
year (FY) 1996. Failure to do so may result in reduction of MI CW5
authorizations.
Change to Warrant Officer Accession Prerequisites
Effective 1 November 1995, the following additional prerequisites
are necessary for all personnel applying for appointment in warrant
officer military occupational specialty (MOS) 350-series.
Applicants must-
- Take the Test of Adult Basic Education (TABE) and attain
a minimum score of 12.0 in the reading and language portion of the
examination.
- Include certified copies of their test scores with the
applications.
- Have served successfully in a supervisory or leadership
position for one year.
- Include the last three noncommissioned officer (NCO)
efficiency reports (NCOERs), reflecting outstanding and exceptional
duty performance in the feeder MOS.
- Be eligible for worldwide deployment.
- Along with Army physical fitness test (APFT) scores and
height and weight information, enter the following statement in
block 42 of DA Form 61 (Application for Appointment), signed by the
applicant's company commander: "I certify that I have reviewed this
application and that [sergeant or staff sergeant applicant's name]
is worldwide deployable."
- When possible, enclose a written endorsement from a
senior warrant officer in the accession MOS who had direct
supervisory knowledge of the applicant's leadership abilities and
technical expertise.
Applicants for positions in MOS 351B
Counterintelligence Warrant Officer) with ASI G9 (Defense Against
Sound Equipment), or P8 (Polygraph Operations) must state
if they only wish consideration for accession to fill an
authorization for MOS 351BW (Technical Surveillance
Countermeasure Technician) or MOS 351BK (Polygraph
Operator). These applicants will include the following
statement: "I request that my application only be
boarded for accession into the warrant officer program as a
351BK/351BW." If the applicants' DA Forms 61 do not include
this statement and the board selects them, applicants will receive
appointments as MOS 351B (Counterintelligence Warrant Officer) and
assignment in accordance with the needs of the Army. Applicants
should understand that by limiting themselves to accession as
351BKs or 351BWs they are reducing their chances for accession into
the warrant officer program.
Warrant Officer Points of Contact
The following are key points of contact for warrant officers and
prospective warrants:
- Chief Warrant Officer Four Gerry A. Walters is the
new MI Warrant Officer Career Manager at the PERSCOM Warrant
Officer Division. He is a 351B (Counterintelligence Warrant
Officer) and was previously Chief, G2/CI, 1st Cavalry Division,
Fort Hood, Texas. Readers can contact him at DSN 221-5242 or
commercial (703) 325-5242.
- Chief Warrant Officer Five Rex A. Williams is the
new MI Professional Development Manager in the OCMI. He is a 350B
(All-Source Intelligence Warrant Officer) and previously
served as Chief, Data Base Production Section, J2, U.S. Army
Central Command, McDill AFB, Florida. Readers can reach him at
(520) 533-1183, DSN 821-1183.
Point of contact: Chief Warrant Officer Four Platt, (520) 533-1183,
DSN 821-1183, or PROFS plattj@for3083.
MOS 98D and 98H Merger
- It has been tentatively agreed to merge MOS 98D (Emitter
Locator/Identifier) with MOS 98H (Morse Interceptor). Those holding
MOS 98D will receive a yet-to-be-determined ASI. In November 1995,
OCMI will forward this action to Commander, U.S. Army Intelligence
Center and Fort Huachuca, for approval. Once approved, this action
will take 18 to 24 months to complete.
Point of contact: Master Sergeant Sames, (520) 533-1450, DSN
821-1450, or PROFS sames@for 3083.)
Career Management Field (CMF) 96, Looking to the Future
- This CMF has several promising opportunities today and in the
future. The bright spots in the CMF continue to be where the growth
potential lies, specifically with MOSs 96U (Unmanned Aerial Vehicle
(UAV) Operator); 96H (Imagery Ground Station (IGS) Operator); and
97G (Multidiscipline Counterintelligence (MDCI) Analyst). In
addition, the entire CMF is under a functionality review. This
review may result in several MOS adjustments in MI organizations
worldwide. As an example, many force protection positions filled by
96Bs (Intelligence Analysts) may convert to 97G positions.
- MOS 96B. MOS 96B continues as the largest MI MOS with projected
authorizations of approximately 3,000 soldiers in FY 97. We
currently teach the All-Source Analysis System (ASAS) in advanced
individual training and the Basic NCO Course. Most future
assignments will require the use of ASAS to perform duties. The
corps and divisional analysis and control element (ACE)
organizations will have a higher representation of intelligence
analysts and senior NCO positions, providing increased tactical
focus within the MOS.
- MOS 96D. MOS 96D (Imagery Analyst) has both good news and bad
issues to resolve. With more authorizations for sergeants (SGTs)
and staff sergeants (SSGs) than privates first class (PFCs) and
specialists (SPCs), promotions have been good in these grades, but
at a cost. The Army MOS grading model is shaped like a pyramid;
therefore, authorizations for lower enlisted need to exceed junior
NCOs which in turn exceed senior NCOs. The 96D model is currently
diamond-shaped, with more SGTs and sergeants first class (SFCs)
authorizations than the MOS's lower enlisted base can support. This
has resulted in SSGs spending years on standing lists for promotion
to SFC and lower enlisted soldiers advancing to junior NCO grades
with minimum times in grade and service. Although those affected
generally view these promotions positively, the developmental time
as a SPC and SGT has been sacrificed.
- The fix is to grade authorizations to support mobility, growth, and
wider assignment diversity specifically, reduce SFC and SSG
authorizations and increase SPC and SGT authorizations. In
addition, the Army should increase master sergeant (MSG)
authorizations to a level consistent with MOSs of similar strength,
roughly 2.5 percent of the MOS. This regrading will result in SPCs
and SGTs spending more time in those grades, developing the
requisite skills required at higher grades. SSGs should not spend
years on standing lists once selected for promotion to SFC.
Organizations that once had several SFCs may now have one or two,
with an increase in SSG authorizations.
- MOS 96H. Another MOS with potential is MOS 96H. This MOS continues
to experience growing pains with the defielding of the time tested
OV-1D Mohawk and the fielding of IGS. Several 96Hs have felt the
discomfort of multiple assignments to Korea as the pool of trained
technical observers has dwindled, a result of the fundamental
change in the MOS. At present, the MOS has authorizations for 203
soldiers with a current operating strength of 153, or 75 percent,
of those authorized. The current fielding plan calls for 90 IGSs,
operated by 6 96Hs each. With a projected end strength of 600 plus,
this MOS has potential for promotion and diverse assignment
opportunities.
- MOS 96R. MOS 96R (Ground Surveillance Systems Operator) continues
to be a viable MOS with a small growth in
authorizations for FY 97. The UAV-Maneuver system
(formerly called close range) will replace the ground surveillance
radar systems; however, that is not scheduled until 2005 or later.
MOS 96U. Although MOS 96U is currently experiencing difficulties
associated with the Hunter UAV platform, the function of the MOS
continues to promise a vital capability to commanders. Once the
platform issue is resolved, 96U will offer an exciting opportunity
for qualified soldiers with varied assignments and challenging duty
positions. Commanders and senior Army leaders continue to support
and request support for this important program, from training at
the National Training Center, Fort Irwin, California, to
contingency deployments world wide.
Point of contact: Sergeant First Class Taylor, (520) 533-1189, DSN
821-1189, or via PROFS taylord@for3083.
CMF 97 Update
- As the CMF continues to provide vital intelligence support to
commanders, leaders, and decisionmakers, expect changes,
challenges, and growth potential. If flexibility is the key to
success, expect to be fluid as the Army further refines and defines
its missions, roles, and functions.
- MOS 97B. Counterintelligence (CI) agents in MOS 97B have recently
suffered a promotion slow-down in the mid-level ranks because
present strength exceeds authorizations by approximately 300. In
the near term, we expect approximately 150 additional
authorizations that will help offset promotion stagnation. Most of
these positions will be in division support teams.
- MOS 97E. Over the next few years, expect no significant changes in
Interrogator (MOS 97E) personnel structure or career progression.
Interrogators will, however, need to meet the 2/2 language standard
required by upcoming changes to Army Regulation 611-6, Army
Linguist Management.
- MOS 97G. In MOS 97G, efforts are underway that may result in the
doubling of the MDCI analyst population. Intelligence Analysts (MOS
96B) are filling about 500 positions that can be characterized as
force protective instead of projective. Examples include analytic
positions in CI analysis sections, garrison Threat Offices, etc. As
the 97G is better suited to provide force protection, and MDCI
doctrine becomes ingrained, the OCMI is negotiating with Army major
commands to convert these selected positions from 96B to 97G.
Point of contact: Master Sergeant Clawson, (520) 533-1995, DSN
821-1995, or via PROFS featherg% hua1.
MOSs 98C and 97B Language Scrub
- Staffing continues at the major command level to validate
language-indicator-coded (LIC) MOS 98C (Signals Intelligence
Analyst) and 97B (Counterintelligence Analyst) positions. LIC
positions considered unnecessary will be eliminated. The driving
forces behind the validation effort are the high language training
costs and low first-term reenlistment rates of skill level I
linguists in such non-language-dependent MOSs as 98C and 97B.
Promotion Points for Linguists
- The Department of the Army is considering several proposals for
awarding promotion points to qualified linguists on promotion
standing lists to SGT and SSG. We expect that promotable soldiers
will have to attain a minimum score on the Defense Language
Proficiency Test (DLPT) to qualify for additional promotion
points. This proposal could gain approval for implementation in FY
97.
Minimum Language Proficiency Standards
The revised Army Regulation 611-6 is now in final preparation for
publication. The new regulation requires linguists to maintain a
2/2 DLPT score to remain qualified as a linguist. PERSCOM has
authorization to grant waivers as warranted. Linguists should
expect a phased implementation to begin early in 1996.
Point of contact: Mr. Delajoux, (520) 533-1453, DSN 821-1453, or
PROFS delajoux@for3083.