COMNAVRESINTCOMINST 1131.3A
31 AUG 1991
COMNAVRESINTCOM INSTRUCTION 1131.3A
Subj: RESTRICTED LINE DIRECT APPOINTMENT PROGRAM FOR INACTIVE
DUTY AS SPECIAL DUTY OFFICER (INTELLIGENCE) (1635)
Ref: (a) COMNAVRESFORINST 1131.2
(b) OPNAVINST 1120.3
(c) OPNAVINST 5510.1H
(d) COMNAVRESINTCOMINST 3501.2C
Encl: (1) Processing Flow Diagram
(2) RIPO Interview Guide
(3) Direct Appointment Screening Board Guidelines
(4) Objective Ranking Guidelines
(5) Form 5086-102, Warning Notice
1. Purpose. To provide guidance for administration of the
intelligence designator 1635 (inactive) direct appointment
program.
2. Background
a. Requirement. Naval Reserve Special Duty Intelligence (1635) billets should be primarily filled by 1635 officers released from active duty or by other officers with active duty experience who can qualify for the 1635 designator. However, because these resources are often times inadequate, procurement of junior 1635 officers also has been authorized through direct appointment of qualified enlisted reservists and civilians. Reference (a) provides guidance concerning requirements and qualifications.
b. Current Procedures. Basic guidance for the current 1635
(inactive) direct appointment program is provided by reference
(a). This instruction amplifies that instruction and establishes
procedures for NRIP involvement.
3. Policies
a. General. Navy officer recruitment policies for the
reserve are promulgated in reference (a). In case of conflict
between this instruction and instructions of higher authority,
guidance should be obtained from COMNAVRESINTCOM or COMNAVINTCOM.
FOR OFFICIAL USE ONLY
b. Recruiting Goals. The success of this program and other recruiting activities in the past has improved the overall NRIP officer manning levels to a point that COMNAVRESFOR is establishing limited annual recruiting quotas. Accordingly, each Reserve Intelligence Area Commander (RIAC) will maintain an all-source officer recruiting program placing the highest emphasis on
nomination of quality candidates to meet current and projected
vacancies within the area.
c. Applicant Processing. Primary responsibility for
processing applicants rests with the Commander, Naval Reserve
Recruiting Command (COMNAVRESCRUITCOM) Recruiting Detachment
(NAVCRUIT DET) Canvasser Recruiter and will be conducted
according to the steps outlined in enclosure (1). All applicants
will be referred to the local Canvasser Recruiter for further
information and processing.
d. Standards of Evaluation. Using enclosures (2) and (3),
Reserve Intelligence Program Officers (RIPO)s and RIACs will
screen applicants thoroughly to ensure that only top quality
applicants are recommended for Naval Reserve Intelligence.
Enclosure (4) is a list of suggested objective ranking guidelines
which should be used by the Canvasser Recruiters to pre-screen
candidates and to determine the overall competitiveness of local
candidates. Applicants will be evaluated for all of the
following:
(1) All qualifications set forth in reference (a).
(2) Leadership and advancement potential.
(3) Eligibility for security clearance based on SBI.
(4) Age limit (less than 35 at commissioning).
(6) Qualification for mobilization billet assignment.
(7) Tangible record of perseverance and achievement, indicating high probability of a long term commitment to the Naval Reserve.
e. Recruiting of High Visibility Candidates. Certain
civilians may not be subject to mobilization due to their
civilian occupations. Reference (b) provides guidance on
recruiting personnel who hold a local, state or national elected
or appointed political position and who must receive approval of
the Secretary of the Navy prior to commissioning.
COMNAVRESINTCOM must be notified as soon as processing of such a
candidate is initiated.
f. Recruiting of Members of Other Services. Enlisted
members of other reserve components on inactive duty may be
recruited, provided they have obtained contingent release
authorization from their current reserve organization. No person
on active duty will be recruited for this program.
g. Privacy Act. The Privacy Act requirements for this
program are set forth in reference (c) and will be carefully
observed.
h. Safeguarding of Documents and Personal Data. Direct
commission application documents may contain sensitive
information on the candidates and must be handled in accordance
with policies set forth in reference (c). Application packages
will be clearly marked with a warning notice (enclosure (5)) and
will be accorded special handling. RIPOs will provide locked
stowage for all files and documents relative to applicants.
These files and documents should also be hand-carried or double-wrapped before mailing. The information in these records should
be disclosed only to those personnel who have a valid requirement
for evaluating the applicant's eligibility for a commission.
Third party information will not be disclosed to the applicant.
Retention and destruction of residual files will be in accordance
with reference (a), except that copies of third party information
should be destroyed by COMNAVINTCOM after completion of all
selection board action.
4. Selection/Rejection of Applicants
a. Selection. Final selection authority rests with
COMNAVCRUITCOM. Selection is highly competitive and based upon
the evaluation of the whole person with COMNAVINTCOM determining
suitability for the 1635 designator. RIPOs will initiate SBIs
only upon notification by COMNAVINTCOM of the applicant's
tentative selection. All selections are conditional upon
satisfactory adjudication of a Special Background Investigation
(SBI) which includes a positive determination that the candidate
meets DCID 1/14 standards.
b. Continuation in the NRIP. Continuation in the
intelligence program is contingent upon satisfactory completion
of all BRIT-O Training requirements. Any officer failing to
complete all Basic Training requirements will be administratively
removed from the program.
c. Annual quotas. COMNAVRESINTCOM and COMNAVRESFOR
determine DIRCOM requirements based on an overall 1635 Manpower
Plan. In order to meet these requirements, COMNAVRESINTCOM will
establish the number of applicant packages by Reserve
Intelligence Areas (RIAs) and COMNAVRESCRUITCOM will recommend
the geographical quotas. RIPOs must work closely with the local
Canvasser Recruiter to ensure that only the best candidates are
forwarded for further action.
d. Rejection. Applicants who do not meet the requirements
established in reference (a) will be so advised by the Canvasser
Recruiter and their processing terminated. Applicants who meet
minimum standards, but who are not competitive for appointment,
may be rejected by the Canvasser Recruiter. Applicants may be
rejected by the local Canvasser Recruiter based on qualification
criteria and recommendations from the local RIPO. RIPOs will be
guided by policies set forth in reference (a) in all contacts
with rejected applicants.
e. Inquiries and Recommendations on Behalf of Applicants.
Answers to inquiries received on behalf of applicants from public
officials or other members of the community should be forthright
and tactful, maintaining both the integrity of the direct
appointment program and good community relations. Inquiries in
the cases of applications will be handled by the local Canvasser
Recruiter. Freedom of Information Act requests with respect to
documents held by the RIPO must be acted upon by the host air
activity, but the RIPO should obtain guidance from COMNAVINTCOM
(NIC-13) and COMNAVCRUITCOM prior to advising the host air
activity Commanding Officer on a course of action. Unsolicited
letters of recommendation for applicants may be accepted at any
time and may be included in the application package.
f. Re-application. Applicants who were rejected due to a
temporary physical condition may re-apply when they meet all
physical requirements. Applicants with insufficient professional
qualifications may reapply only upon presentation of additional
documentation demonstrating significant improvements in their
qualifications.
5. Responsibilities. COMNAVINTCOM, COMNAVRESFOR and
COMNAVRESINTCOM have agreed upon the following division of
responsibilities.
a. COMNAVINTCOM (NIC-13)
(1) Maintains liaison with CNO (OP-092R) and COMNAVRESFOR,
and advises COMNAVRESINTCOM of policy and procedural changes.
(2) Holds a Selection Board for competitive review of
candidates to determine final suitability of applicants for the
1635 designator and assignment to NRIP billets.
b. COMNAVRESINTCOM
(1) Directs, monitors and inspects performance of the
1635 (inactive) direct appointment program in the NRIP.
(2) Recommends policy and procedure changes to
COMNAVINTCOM.
c. RIAC
(1) Directs officer recruiting and direct appointment
programs and ensures the quality and objectivity of applicant
recommendations.
(2) Designates a Deputy RIAC for Manpower Management to
administer the recruiting effort.
(3) Designates officers to serve on direct appointment
screening boards and ensures that such officers are properly
trained and qualified.
d. RIPO
(1) Under the direction of the RIAC, participates in the
direct appointment program within the area.
(2) Maintains liaison with COMNAVRESINTCOM, COMNAVINTCOM
(NIC-13) and COMNAVRESCRUITCOM concerning procedures and progress
of applications.
(3) Interview each applicant referred by the Canvasser
Recruiter and complete a RIPO Interview Guide (enclosure (2))
which becomes a part of the application package.
(4) Determines probable eligibility of each applicant for
appropriate security clearance based on reference (c).
(5) Upon notification by COMNAVINTCOM (NIC-13), finalizes
preparation of the SBI package for applicants conditionally
selected for appointment and submits the package to the Defense
Investigative Service (DIS).
e. COMNAVRESCRUITCOM Canvasser Recruiter
(1) Recruits and follows-up on NRIP referrals.
(2) Processes preliminary questionnaires and application
packages, and screens applicants for drug involvement and
selection competitiveness using enclosure (4). On questionable
cases, consult RIPO for specific or potential background
investigation problems.
(3) Schedules physicals, check employer and military
references and records, conduct police records check and collect
college transcripts.
(4) Quality controls packages prior to submission to
COMNAVRESCRUITCOM.
(5) Upon notification by COMNAVRESCRUITCOM, finalize
commissioning documents and prepare affiliation packages.
f. Unit Commanding Officers
(1) Ensure that all hands are familiar with the contents
of reference (a) and understand the importance of recruiting
qualified candidates.
(2) Establish a procedure for referring highly qualified
candidates to the Canvasser Recruiters.
6. Reporting. Reports will be made in accordance with reference
(d).
G. P. DICKEY
Distribution: (refer to COMNAVRESINTCOMINST 5216.1E)
Lists I, II, III, IV
Copy to:
COMNAVRESCRUITCOM
Step 1 Step 2 Step 3 Step 4
Applicant/Canvasser Recruiter-> RIPO ----------------> CR -------------------> RIPO/RIAC ------------->
1. Preliminary Questionnaire 1. SCI Screen 1. Schedule Physical 1. RIA Screening Board
2. Application Package per 2. Interview 2. Employer / Mil Rec 2. Recommended
COMNAVRESFORINST 1131.2 3. Recommended 3. Police Rec Check
3. DD-398 4. Transcripts
4. Privacy Act / Drug
Involvement or or
(APPLICANT REJECTED) (APPLICANT REJECTED)
By CR By CR
Step 5 Step 6 Step 7 Step 8
CR/COMNAVRESCRUITCOM --------> NIC-13 --------------> RIPO -----------------> CRUITCOM -------------->
1. Summary Sheet / 1. Professional Review 1. Complete and 1. Medical Review
Interview Appraisal (Selection Board) Submit SBI 2. SBI Results
2. Quality Check 2. Notify RIPO to submit 3. Initiate Comm Docs
3. Enter PORT SBI 4. Forward
Comm Docs
or or
(APPLICANT REJECTED) (APPLICANT REJECTED)
By CRUITCOM By
CRUITCOM
Step 9 Step 10
CR --------------------------> RIPO ---------------->
1. Affiliate Package 1. Commission
2. Finalize Comm Docs
or
(APPLICANT REJECTS)
(1) Name
(Last) (First) (Middle) (Maiden)
(2) SSN (3) Date/Place of Birth
(4) Home Address
(No./Street) (City) (State) (Zip)
(5) Telephones: ( ) ( )
AC Home AC Business
(6) U.S. Citizen? If not, citizen of
(7) Educational Level:
(a) College Degree Major Institution
(b) College Degree Major Institution
(c) Other Education Institution
(8) Marital Status: Married Single Divorced
Spouse and former spouse(s), if any:
Date of Marriage Citizenship Date of Divorce
(9) Children:
Age Sex Citizenship (10) Are you a single parent
supporting any of these
children?
(Yes) (No)
(11) Employment:
(a) Employer:
(Name) (Immediate Supervisor)
FOR OFFICIAL USE ONLY
Enclosure (2)
(b) Address:
(c) Job Title and Brief Description of Duties:
(d) When employed: Advancement:
(e) Civilian training and experience in or applicable to the
intelligence field:
(12) Military Experience:
(a) Active Military Service, if any:
Service From/To (Dates) Rank Duties
(b) Membership in any Reserve Component:
Service From/To (Dates) Rank Duties
Are you currently a member of any Reserve Component of any
branch of the Service? Yes No If so:
(Unit) (Location) (Rank)
(c) Military training and experience in or applicable to the intelligence field:
(13) Travel or residence outside the United States:
Country (if residence, Date(s) Reason(s)/
list city also) Circumstance(s)
(if tourist trip, countries may all be listed under one date.)
(14) Are there any immediate family members or persons to whom
subject is bound by affection who are living in or are
citizens of a foreign country? If so, give relationship,
country, and circumstance(s):
(15) Has subject ever been arrested other than for a minor
traffic offense (include multiple offenses)? If so, give
date(s), reason(s) for arrest, and disposition of case(s)
(see page 22C-8, OPNAVINST 5510.1H):
(16) Has subject demonstrated financial irresponsibility, or is
he/she aware of any occurrences which might result in being
refused credit (described on page 22C-16, OPNAVINST
5510.1H)? Give circumstances, including corrective action,
if any:
(17) Does subject's history reflect any indications of
significant misconduct as described on page 22C-28,
OPNAVINST 5510.1H?
(18) Have there been any episodes of mental or emotional
disturbance as described on page 22C-11, OPNAVINST 5510.1H?
Has subject ever consulted a psychiatrist, psychologist or
physician for treatment of emotional difficulties?
(19) Has subject ever belonged to, or otherwise supported or
assisted, any subversive individual, group or organization
as defined on page 22C-3, OPNAVINST 5510.1H?
(20) Has subject ever represented or acted as an agent of any
foreign government, organization or business as described on
page 22C-5, OPNAVINST 5510.1H?
(21) Has subject had any dealings with any country or citizen of
any country listed on page 22C-13, OPNAVINST 5510.1H? If
so, give country and circumstances:
(22) Has subject any history of abuse of alcohol or of illegal or
improper use of any psychoactive substance, as detailed on
pages 22C-18 and 22C-20, OPNAVINST 5510.1H?
(23) Has subject ever failed to comply with policies and
procedures established for the purpose of safeguarding
classified information? If so, what were the circumstances
and results?
(24) Is subject aware of any other circumstances, events, or
characteristics which might result in the denial of a
security clearance?
(25) Why does subject desire to affiliate with the Naval Reserve
Intelligence Program? (May be completed by subject in
his/her own words.)
I hereby certify that all of the above information is accurate to
the best of my knowledge.
INTERVIEWEE INTERVIEWER
(Signature) (Date) (Signature) (Date)
AUTHORITY: Internal Security Act of 1950 and Executive Order 10450, 12036 and
12065.
EXPLANATION: All Naval Officers of the 163X, 645X, and 745X designator and
all Intelligence Specialist (IS) rated enlisted personnel must be eligible for
access to Sensitive Compartmented Information (SCI). Additionally, all
reservists assigned to a Naval Reserve Intelligence Program (NRIP)
mobilization billet must be eligible for SCI access.
The personal interview is required as preliminary to assignment to an NRIP
unit and prior to the submission of a request for a Special Background
Investigation (SBI), the satisfactory completion of which is mandatory for the
granting of SCI eligibility.
PRINCIPAL PURPOSES: To obtain background information for personnel security
investigative and evaluative purposes in connection with the making of
security determinations with respect to (1) employment or retention in
employment in sensitive Department of Defense civilian positions or for other
positions that have been designated as requiring a determination as to whether
employment in or assignment to such positions is clearly consistent with the
interest of national security, (2) membership in the Armed Forces of the
United States, or (3) access to classified information.
ROUTINE USES: (1) Determine the scope of a personnel security investigation.
(2) Provide evaluators or adjudicators with personal history
information relevant to personnel security determinations.
The information may be disclosed to other Federal agencies that are authorized
under specific statutory or Executive authority to make personnel security
determinations.
A copy of the report of personnel security investigation will be maintained by
the Personnel Investigations Center of the Defense Investigative Service
Headquarters and may be used in future employment or security clearance
determinations. You have the right to obtain a copy of the report of
investigation and/or to request amendment to the file.
MANDATORY OR VOLUNTARY DISCLOSURE AND EFFECT ON INDIVIDUAL OF NOT PROVIDING
INFORMATION: Voluntary. Failure, however, to furnish all or part of the
information requested may result in (1) non-action for employment, membership
in the Armed Forces, or certain other duties requiring a determination as to
whether employment in or assignment to such duties is clearly consistent with
the interests of national security, (2) denial of access to classified
information, or (3) reassignment to non-sensitive duties. Your social
security number is necessary to fulfill requirements of the above cited
authorities. It is intended that this notice be retained for personal
account.
1. Purpose. To establish specific procedures for interviewing
applicants for NRIP direct appointment. The primary purpose of
the interview process is to assess the candidate's leadership
potential, character, professional qualifications and overall
suitability for commissioned service. A secondary function is to
inform the applicant about the program, the training to be given,
and performance expected.
2. Discussion. The guidelines presented in this document have
been developed and field-tested in numerous 1635 Screening Board
interviews. Their use will ensure that all interviews will be
uniformly thorough and of high quality. The standard
questionnaire shall be used as written, except for such minor
rephrasing as may be necessary to avoid redundancy and to draw
out the candidate.
3. Screening Board Procedures
a. Prerequisites. Completion of the items in Steps 1
through 3 of enclosure (2) are minimum prerequisites to the
Screening Board interview.
b. Screening Board Composition. The Screening Board will be
composed of at least three commissioned officers, excluding the
RIPO, RIAC, officers in the individual's present unit (if
applicable), and any officer having a close relationship with the
applicant, his/her family or associates. At least two-thirds of
the members should hold the 1635 designator. The RIAC shall
designate officers eligible for Screening Board membership, and
shall ensure an appropriate balance of experience level on each
Board and the need to indoctrinate new Board members.
c. Screening Board President. The senior member of the
board will normally serve as the President, providing he or she
shall have previously served as a member of at least two boards.
d. Preparation for the Interview. The President shall
review this guideline, the candidate's application package and
prepare questions with the Board prior to the introduction of the
candidate. All information developed on the candidate shall be
made available to the Board and shall be presented in summary
form by the President or RIPO.
4. Interview Procedure
a. Phase I. The President shall ask all of the prepared
questions. During this phase of the interview, the board members
should take notes and prepare follow-up questions, but should not
interrupt the President except to clarify responses by the
candidate.
b. Phase II. The President shall call upon each board
member in turn to ask follow-up questions which should probe
strong or weak points of the candidate and elicit additional
information. This phase should be less formal than Phase I and
may involve give-and-take among Board members, with the President
ensuring that each member has full opportunity to ask questions.
c. Phase III. When all Board members have finished, the
President should conclude the interview by giving the candidate
an opportunity to ask final questions and, if possible, offer the
candidate an estimate of his or her chances for success.
d. Confidentiality. The provisions of the Privacy Act apply
to the information developed in the interviews, which is to be
used solely to determine the qualifications of the candidates and
assess their eligibility for the NRIP.
e. Findings and Recommendations. At the conclusion of the
interview each Screening Board member will write an appraisal of
the candidate. The judgments expressed shall be based on the
interview and shall be those of the interviewer only. The
Screening Board may additionally prepare a report of its findings
signed by the President. The President will resolve the Board's
findings with those of the RIPO into the final recommendation
which shall be one of the following categories provided on the
Officer Recruiting Summary Sheet:
* Highly Recommended
* Recommended
* Not Recommended
f. Adverse Information. Findings which raise questions
about the eligibility of the applicant for a security clearance
should be brought to the attention of the RIPO for further
clarification.
5. Suggested Interview Areas. During the interview, the
following facets of the applicant's character and background
should be evaluated. Some of these facets are addressed by
individual questions while others will be brought out by the
applicant's general responses.
a. General Background and Ability
(1) Military background
(2) Education - including activities and honors
(3) Civilian occupation
(4) Intelligence experience (or equivalent)
(5) Family situation or dependency status
(6) Awareness of foreign policy and world situation
(7) Extra-curricular activities and outside interests
(8) Self-image
b. Knowledge of NRIP and Personal Motivation
(1) Source/sponsor
(2) Knowledge of the program
(3) Committed candidate (not a casual shopper)
(4) Why motivated?
(5) Willing to accept Reserve duties and obligations:
- make long term commitment and accept training
- drill on assigned weekend
- perform ADT (previously ACDUTRA) as scheduled
- do tedious production work
- conform to grooming standards
c. Satisfactory Background for Security Clearance
(1) Candidate has not declared bankruptcy or insolvency
(2) No immediate relatives living in the Soviet Bloc
(3) No felony offenses or significant misdemeanor
convictions
(4) Not disqualified by drug use
(5) No compromising social or business relationships
d. General Characteristics and Abilities
(1) Officer bearing/poise
(2) Communication skills - verbal and written
(3) Analytical skills
(4) Unique experience which matches NRIP needs
(5) Language capabilities
(6) Well-rounded individual
(7) Team player
(8) Value judgment and stability
(9) Potential or demonstrated leadership ability
I. EDUCATION (maximum 10 points)
Advanced Degrees - (maximum 1) - 1 point
Sci/Tech/Poli Sci - 1 point
Language proficiency (maximum 2) - 1 point each
Certified Good or Better
Fluent, native or 3/3 in Chinese, - 3 points additional
Russian, or Farci
GPA: 2.5 - 2.99 - 1 point
3.0 - 3.49 - 2 points
3.5 - 4.00 - 3 points
SUBTOTAL:
II. PRIOR/CURRENT MILITARY SERVICE (Maximum 6 points)
Honorable Prior Service - 1 point
Tech/Intel/OPS - 1 point
E-4 or - 1 point
E-5 or - 2 points
E-6 through E-9 - 3 points
Commission - 4 points
SUBTOTAL:
III. CIVILIAN EMPLOYMENT (Maximum 5 points)
Stable employment ( > 2 years) - 1 point
Sci/Tech/Intel related - 1 point
Managerial/Supervisory - 1 point
Registered (e.g. P.E., BAR, CPA) - 1 point
Military associated - 1 point
SUBTOTAL:
IV. PERSONAL TRAITS (Maximum 7 points)
Physically active lifestyle - 1 point
Civic/professional organizations - 1 point
No drug history - 1 point
Accomplishments/awards/recognition - 1 point
Age: 30 - 32 - 1 point
28 - 29 - 2 points
19 - 28 - 3 points
SUBTOTAL:
TOTAL POINTS:
NOTE: Current competitive candidates are scoring in the 14 - 23 point range utilizing these criteria.