INCOMING MILITARY PERSONNEL

Military personnel who receive orders to DIA should contact the Military Resource Operations Center (MROC) at (202) 2231-6762 or by email MROCRequests@dodiis.mil

The Army Attaché Management Division represents the U.S. Army in selecting highly-qualified Regular Army personnel for assignment within the Defense Attaché System. Army Attaché personnel serve around the world in United States Embassies within a Defense Attaché Office (DAO). The DAO represents the Department of Defense to the host-nation government and military, assists and advises the U.S. Ambassador on military matters, and coordinates other political-military actions within their area of accreditation.


If you are interested in applying for assignment within the Defense Attaché System, contact the Army Attaché Management Office via email at: AAMD@DODIIS.MIL.

The Air Force Element Personnel Branch provides support to the Commander Support Staff and Management Level to Air Force personnel assigned to the Defense Intelligence Agency. In an effort to provide comprehensive customer service to Airmen working in support of DIA, the Personnel Branch liaises with Headquarters Air Force Personnel Center, Headquarters Air Force District of Washington, Senior Leader Management Office, multiple Military Personnel Support offices around the world, and other base and MAJCOM support agencies. Airmen can view and apply to fill vacant active duty Air Force positions through the Assignment Management System (AMS). These enlisted vacancies are advertised on AMS monthly. Officers can apply for a DIA position during any of the three annual Vulnerable Movers List cycles.


For more any further information, please contact the Military Resources Operations Center at 202-231-6762.

Navy Attaché Affairs
Chief of Naval Operations 

Navy Attaché Affairs represents the Director of Naval Intelligence in the Defense Attaché System (DAS) nomination process and ensures only the most qualified candidates are selected to represent the United States Navy to foreign governments. Navy Personnel Command (NPC) detailers initially screen personnel and send applications to Attaché Affairs for final interviews or screening. Attaché Affairs receives application packages for officers to serve as Senior Defense Officials/Defense Attachés (SDO/DATT), Naval Attachés (ALUSNA), Assistant Naval Attachés (A/ALUSNA), or Operations Coordinators (OPSCO). Attaché Affairs also receives enlisted application packages for some OPSCO and all Operations Assistant (OPSASST) positions for interviews/screening. Attaché Affairs provides lifeline support to all Navy Attachés and Sailors in the DAS and acts as a service level liaison to SECDEF, Joint Staff, OPNAV, DIA, and NPC.

Detailed information on Navy Attaché opportunities is provided the NPC Website:  http://www.public.navy.mil/bupers-npc/officer/Detailing/attache/Pages/default2.aspx 

NPC Customer Service Center
COMM: 1-866-827-5672
DSN 882-5672

DO WHAT MATTERS

Career Fields

WORKING AT DIA

Offering unparalleled expertise in all-source defense intelligence, the men and women of DIA are committed to supporting America's warfighter. Whatever your field, DIA has opportunities around the world that will challenge you while making substantial contributions to protecting our national security. DIA has positions in collection, analysis, information systems, operational support, and more.

DIA’s number one resource is its people, and the Agency has many benefits and programs in place to support a healthy work/life balance for its officers. Some of these benefits include:


 

As an officer at DIA, you have the opportunity to see the world through many lenses. You can:

  • Deploy to a conflict zone and provide direct support to the warfighter
  • Continue your education and provide direct support to the warfighter
  • Obtain professional development throughout your career with the Officer Development Program
  • Build valuable relationships through the mentorship program
  • Take on a rotational assignment and experience a different job at DIA or outside the Intelligence Community (IC)
  • Work for another agency in the IC through a Joint Duty Assignment

DIA operates in more than 140 facilities around the world. Our Analysis Officers are stationed at a wide array of locations, including:

  • National Capital Region: Washington, DC; Reston, VA; Quantico, VA– DIA HQ, Integrated Intelligence Centers, Directorate for Science and Technology, Office of Counterintelligence, Directorate for Analysis, DoD Joint Staff (J2)
  • Frederick, MD – Directorate for Analysis
  • Odenton, MD – U.S. Cyber Command
  • Charlottesville, VA – Directorate for Analysis
  • Miami, FL–  U.S. Southern Command
  • Tampa, FL – U.S. Central Command, U.S. Special Operations Command
  • Huntsville, AL – Directorate for Analysis
  • Belleville, IL – U.S. Transportation Command
  • Omaha, NE – U.S. Strategic Command
  • Colorado Springs, CO – U.S. Northern Command
  • Honolulu, HI – U.S. Pacific Command
  • Molesworth, United Kingdom – U.S. Africa Command, U.S. European Command
  • Stuttgart, Germany – U.S. Africa Command, U.S. European Command
  • Seoul, South Korea – U.S. Forces Korea

DIVERSITY

DIA believes in strengthening national security by growing a workforce of diverse perspectives, developing officers to have the attributes and abilities to meet today’s requirements and tomorrow’s challenges, and engaging every officer in mission accomplishment to enhance all-source intelligence operations around the globe. 

A diverse workfore is critical to improving and maintaining a competitive advantage. Focusing on diversity and looking for ways to achieve an inclusive environment is not just a “nice to have” objective; it makes good sense. Diversity improves the quality of DIA’s workforce and offers a higher return on investment in human capital. DIA’s future depends on the quality of employees we recruit today. 
 
DIA’s success depends on the skills of its diverse workforce and a shared commitment to executing the Defense Intelligence mission. The agency believes that every member of the workforce must have an equl opportunity to excel in their career through improved training, mentoring, and access to challenging work opportunities. DIA also recognizes that a richly diverse workforce with a broad range of skills, capabilities, and perspectives is only achieved through thoughtful recruitment, development and retention activities. Discrimination of any kind – based on race, color, religion, sex, national origin, age, disability (physical or mental), and/or sexual orientation – is prohibited. 
 
DIA’s senior leaders are expected to take an active role in creating and sustaining a non-hostile-discriminatory environment. Each officer is important to our mission, and we stand in unity as we face the challenges of protecting our freedoms. 
 
DIA is committed to establishing and maintaining a productive work environment based on inclusion, equality, team building, and the efficient use of employees’ experiences, perspectives and talents.  
 
Following is an overview of agency diversity policies.

DIA reaffirms the importance of attracting, developing, and retaining diverse officers who possess a thorough understanding of other societies, cultures, and languages. The Agency is committed to implementing diversity as a powerful tool to build a workforce equipped to deal with current world challenges.

DIA provides equal employment opportunity regardless of race, religion, color, sex, national origin, age, disability (physical/mental), and/or sexual orientation. Employees, former employees, and applicants for employment may file a discrimination complaint in accordance with 29th Code of Federal Regulation, Part 1614.

The Agency is committed to being a model employer of people with disabilities. Personnel are required to attend annual diversity training that address policies, procedures, practices, and assistive technology. Reasonable accommodation requests are made in accordance with the Rehabilitation Act of 1973, Title I of the Americans with Disabilities Act, and 29th Code of Federal Regulation, Part 1614.

Personal Assistant Services (PAS):

On January 3, 2017, The Equal Employment Opportunity Commission (EEOC) issued a final ruling amending the regulations implementing Section 501 of the Rehabilitation Act of 1973. The amended regulations require federal agencies, as an affirmative obligation, to provide Personal Assistance Services (PAS), absent undue hardship, to individuals who need them because of their targeted disability, such as Traumatic Brain Injury and paralysis. PAS provides assistance with performing activities of daily living that individuals would typically perform if they did not have a disability, such as eating and using the restroom. Agencies are only required to provide PAS when the individual is working or on work-related travel. Employees requesting PAS shall notify their supervisor and/or the Equal Opportunity and Diversity Office, Reasonable Accommodation team @ 202-231-8178 to initiate the process.


Employees are required to complete diversity training during their first year of employment. Each year thereafter, they are required to attend a refresher course to reinforce awareness of equal opportunity in the workplace.

Employees are guaranteed the right to work in an environment free from unlawful workplace harassment and retaliation. Reported incidents shall be investigated and resolved promptly at the lowest appropriate level.

Military members have an equal opportunity to attain the highest level their ability will allow, without regard to race, color, sex, religion, or national origin. They are also protected against reprisal for filing discrimination complaints or otherwise participating in the complaint process.

Special Emphasis Programs are an integral part of the DIA Equal Opportunity Program. The programs ensure that Federal agencies take affirmative steps to provide equal opportunity to women, minorities, and people with disabilities in all areas of employment. They focus special attention on groups that historically have been conspicuously absent or underrepresented in a specific occupational category or grade level in the Agency's workforce. DIA’s Special Emphasis Programs include: Asian American and Pacific Islander Program; African American Program; Federal Women’s Program; Hispanic Empowerment Program; Lesbian, Gay, Bisexual, Transgender Employment Program; Native American Program; and People with Disabilities Program. These Programs serve as a channel to management officials and their goals are to:


  • Improve employment and advancement opportunities for minorities, women, and people with disabilities in Federal service
  • Identify systemic causes of discrimination against minorities, women, and people with disabilities
  • Seek ways to help minorities, women, and people with disabilities to advance by using their skills fully
  • Monitor the Agency's progress in eliminating discrimination and adverse impact on minorities, women, and people with disabilities in employment and programs
  • Educate employees and managers about the extent of various forms of discrimination within the Federal service, and their role in creating an environment that is free of discrimination and harassment