Continued employment with DIA is subject to:
- Although individuals may be conditionally appointed prior to completion or updating of a full personal history background investigation, continued employment with the Agency is contingent upon satisfactory completion of an investigation, the results of which fully meet the Agency's special employment criteria. All employees are subject to the satisfactory completion of periodic reinvestigations, and continued behavior/conduct in conformity with applicable national, DoD and DIA directives. Any unfavorable information developed during an investigation or other official inquiry may result in termination in accordance with established procedures.
- Employees must keep the DIA Office of Security and Counterintelligence apprised of:
- Any significant changes in personal status that could affect their eligibility for access to SCI.
- Any travel to a foreign country. Employees must report all foreign travel, official and unofficial, in advance of the travel and agree to forego personal unofficial foreign travel when it is deemed by Agency approving authorities to constitute a hazard to national security.
- Continuing contact with citizens of a foreign country.
- Any arrest or court actions other than minor traffic violations.
- Any change in marital status. If, following employment, an employee marries (or cohabits with) a foreign national, termination of employment may be effected.
- Any bankruptcy, judgment, garnishment, lien or other significant financial difficulties.
- Any attempt by unauthorized persons to solicit classified information.
- Any prolonged emotional or mental health treatment, or treatment for substance abuse.
2. Disclosure of Information: 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.
3. Drug Testing: All DIA employees are subject to random drug testing. Employees who refuse to be tested when so required, refuse to fully participate in all requirements of the urinalysis, are found to use illegal drugs, or are found to have adulterated their urine sample will be subject to the full range of disciplinary action, including removal.
4. Polygraph Testing: Employees may be subject to initial and a periodic counterintelligence-scope polygraph testing.
5. Trial Period: All employees newly appointed to DIA are required to serve a two-year probationary period, with the following exceptions: (a) employees serving on temporary appointments; however, should an employee be converted to an appointment without time limitation, a trial period is required beginning with the date of appointment conversion; (b) former DIA employees who have satisfactorily completed a one-year trial period and who are rehired within six months of their date of separation or who are exercising statutory or administrative reemployment rights with DIA. During the trial period, the employee’s background, suitability and performance will be evaluated to determine fitness for continued employment with the Agency.
6. Duty Assignment and Work Station: All employees are subject, with limited or no advanced notice, to reassignment or detail to another position in DIA for which they are qualified; and/or assignment to designated DIA work sites. Further, employees may be required to serve anywhere in the world to meet the needs of the Agency as determined by the DIA director.
7. Duty Hours: All employees are subject to remaining available on a 24-hour basis for recall to duty, to work regular and irregular overtime, and to work uncommon tours of duty when required.
8. Reasonable Accommodations: DIA encourages applicants with disabilities to apply for positions at the Agency, and will provide reasonable accommodations upon request on a case-by-case basis. Applicants in need of a reasonable accommodation during any part of the application and/or hiring process should notify the personnel representative identified on the vacancy announcement.
9. Veterans' Preference: Applicants who claim veterans' preference must clearly identify their claim on their application or resume. Applicants claiming 5-point veterans' preference must submit a copy of their DD-214, Certificate of Release or Discharge from Active Duty, or other documentation that supports their claim. Applicants claiming 10-point veterans' preference must submit a DD-214 and Standard Form 15, Application for 10-Point Preference, as well as the required documentation indicated on the form. Lack of supporting documentation will result in the Agency's inability to recognize veteran status for the announcement to which the individual is applying.