HIRING PROCESS
 
HOME / Careers And Opportunities / Hiring Process

DIA is committed to hiring exceptional talent for a variety of career opportunities around the world to help support our mission. The majority of our hiring is done at the entry-level through invitation-only hiring events; however, vacancies may be posted for mid- and senior-level positions as mission dictates.

Once you are invited to interview and receive a conditional job offer, you must be granted a security clearance before the hiring process can be finalized. The Government considers many factors when granting security clearances, including citizenship, drug use, integrity and personal conduct.

Applying for Employment at DIA

The following instructions outline DIA's submission process. You must complete all sections of an application and submit any required documents by 11:59 p.m. Eastern Time on the closing date of the job posting/vacancy announcement.

Unless specified within the vacancy announcement, you must complete and submit your job application electronically using DIA's online job tool.

1.  Hover your mouse over "Careers and Opportunities", then click Search Vacancies.

2.  On your first visit, you will need to click "Register Now" to create your account.

3.  Click "Search" to view vacancy announcements for opportunities that interest you.

4. Click the checkbox in front of jobs that interest you, then click "Save Selected Jobs" to store the announcements in "My Saved Jobs."

5. At the top of the "Careers Home" page, click "My Saved Jobs" to view each announcement. Start the application process by clicking the "Apply Now" at the bottom of the announcement.

6. While working on the application, save frequently. When you save the document prior to final submission, you can exit the application and return later to continue by logging in and going to Careers Home > My Career Tools > Submitted/Saved Applications.

7. If you are finished, click "Submit".

You must complete and submit the application prior to the closing date listed on the Vacancy Announcement.

* Final applications are not available for revision. If you need to revise your application, complete and submit another application.

All positions at DIA are in the excepted service under 10 USC 1601 appointment authority and covered by the Defense Civilian Intelligence Personnel System, a General Grade pay system divided into grades and steps similar to OPM’s General Schedule compensation system. All candidates must be U.S. citizens and are subject to a thorough background inquiry and any required medical examinations.

NEXT STEPS

Your application for employment must be prepared and submitted online at www.dia.mil. If you have been selected or are invited to a hiring event, you will receive correspondence from DIA's Talent Acquisition Division.

Initial employment with DIA is subject to:

1. Completion of a satisfactory personnel special security background investigation or reinvestigation to ensure compliance with the Agency's special employment criteria. This investigation will include verification of experience, education and personal history to ensure an applicant is eligible for access to sensitive compartmented information by meeting the following criteria:

  • The applicant’s character, conduct and discretion must be above reproach, and he/she must have unquestioned loyalty to the United States.
  • The applicant must be a U.S. citizen.

2. Any required medical examination.

3. Personal interviews.

4. Any required counterintelligence-scope polygraph examination.

 

5. Satisfactory completion of a urinalysis test to screen for illegal drug use. Applicants who refuse to be tested shall not be extended an offer of employment. In the event a positive test result is obtained, applicants will have the opportunity to submit medical documentation that may support a legitimate use for a specific drug or substance. Such information will be reviewed only by the medical review officer to determine whether the applicant is legitimately using an otherwise illegal drug. Applicants who fail to substantiate the legitimate use of a specific drug or substance shall not be extended an offer of employment.

6. Other procedures that are deemed necessary to assure that the Agency's security, suitability and overall qualifications standards are met.

All statements and claims made in employment applications and security forms are subject to investigative verification. Adverse information developed or intentional/unintentional misstatement/withholding of significant adverse information during personnel and clearance processing may preclude employment.

Employment may be denied as a result of information of which the applicant is genuinely unaware or, perhaps, by an assessment that an applicant does not meet the Agency's overall employment criteria. A negative employment determination by the Agency is final, and normally no specific reasons regarding non-selection will be made. Employment with DIA is not a right upon which an applicant can insist. Offers of employment are made ONLY by the Civilian Operations, DIA's civilian personnel office.

Employees must participate in the DoD Direct Deposit/Electronic Fund Transfer of Pay program. This payment method deposits net pay directly into the employee's account of choice at their designated financial institution. DD/EFT enrollment is required within the first five days of employment for all new DoD employees, including those previously employed by DoD.

Employment with DIA is restricted to an appointment in the Excepted Service under 10 U.S.C. 1601, 1606, or 1607. Federal employees currently serving in the Competitive Service will voluntarily leave the Competitive Service by accepting employment with DIA.

Continued employment with DIA is subject to:

1.   Security:

  • 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.

Pre-Employment Forms

The following pre-employment forms must be completed by every candidate for Excepted Service employment. These forms are fillable and those requiring a digital signature can be signed using the “signature” feature in Adobe Acrobat. If you have not established a signature in Adobe Acrobat software, simply go to the “Fill and Sign” tools feature and select “Place signature.” The software will guide you through the process. Each form should be saved on your computer as a separate .pdf file. When all required forms are completed, attach them to an e-mail and return to your Central Processing Center representative. You may need to send several e-mails due to the size of the attachments. Please do not use a zip file, our system is having problems and this may cause your forms to be inaccessible. Please allow four business days for a response to your submission.

.PDF version of forms use Adobe Reader.  Download Adobe Reader

HR Forms:

  1. DIA Form 418, Gender, Ethnicity, Race and Disability Self-Identification.
     
  2. Civilian Mobility Agreement (Not necessary to complete Section 1).
     
  3. Notice of Random Drug Test.
     
  4. Direct Deposit Form: Travel Reimbursement.

Security Forms:

  1. SF-86, Questionnaire for National Security Position (If you have a current SF-86 that is less than six months old but needs to be updated, send it and use the SF-86C to provide the updates).
     
  2. SF-86C, Update to SF 86 (Only complete if you have a current SF-86 that is less than six months old that you will send, but it requires updating. Otherwise, do not complete this form).
     
  3. SF-86 Continuation Sheet.
     
  4. SF 86 Quality Control Checklist (This is an aid for you in completing the SF-86 form).
     
  5. Foreign Travel Form (If you have traveled unofficially within the last 10 years, you must submit this form).
     
  6. Foreign Contact Form (Continuing association with known foreign nationals that involve the establishment of bonds of affection, personal obligation, cohabitation, or a continuous intimate relationship or intent to marry regardless of how or where the contact with a foreign national was made, or how the relationship is maintained (i.e. via personal contact, telephone, postal system, internet, etc.)).

Foreign Contacts Not Required To Report: 1) Contact via social media with foreign nationals and/or contacts with official foreign partners (e.g. social engagements, liaison and professional relationship building activities) where bonds of affection, personal obligation or intimate contact are not involved. 2) Limited or casual public contact with foreign nationals absent any other reporting requirement in this instruction.

  1. Cohabitant Form (This applies to anyone you are living with that you are not legally married to, or if you are living at home with your parents/family members over the age of 18).
     
  2. Dual Citizenship Letter.
     
  3. OF 306, Declaration for Federal Employment.

If you have served in the military, please send a copy of your DD Form 214. Member copies 2, 4 or 7 are acceptable and must show the type of separation and "Honorable" Character of Service.

If you are married to a foreign national, the following forms must be completed:

  1. Spouses Intent for US Citizenship.
     
  2. Married to a Foreign National Form.
     
  3. Candidate Foreign National Letter (see sample).
     
  4. A listing of your spouse's first degree relatives (immediate family members) to include their full name, relationship to them, date of birth, place of birth, residential address, occupation and address of employer. (We have a foreign contact report for your mother -in-law and father in-law). This is a different requirement that we must have from the applicant.
     
  5. A copy of your spouse's passport or birth certificate with a certified English translation of the document.
     
  6. Personal letter addressing the following:

    a. Signed statement as to your spouse's intentions of becoming a U.S. citizen.
     
    b. Detailed circumstances under which you met your spouse.

    c. The inclusive period of association, frequency of contact and the conditions under which contact has been accomplished.
     
    d. Exact nature of the association.
     
  7. Signed and dated SF-86 from the spouse.

If you desire to password protect your forms, there are instructions for your use. See instructions in the e-mail from your CPC representative. This is required for SF-86.

The following pre-employment forms must be completed by every Wounded Warrior candidate for employment. These forms are fillable and those requiring a digital signature can be signed using the “signature” feature in Adobe Acrobat. If you have not established a signature in Adobe Acrobat software, simply go to the “Fill and Sign” feature and select “Place signature.” The software will guide you through the process. Each form should be saved on your computer as a separate .pdf file. When all required forms are completed, attach them to an e-mail and return to your CPC representative. You may need to send several e-mails due to the size of the attachments. Do not use a zip file, as our system is having problems and this may cause your forms to be inaccessible.

.PDF version of forms use Adobe Reader.  Download Adobe Reader

Security Forms:

  1. SF Form 86, Questionnaire for National Security Position (If you have a current SF-86 that is less than six months old but needs to be updated, send it and use the SF-86C to provide the updates).
     
  2. SF-86C, Update to SF 86 – (Only complete if you have a current SF-86 that is less than six months old that you will send, but it requires updating. Otherwise, do not complete this form).
     
  3. SF-86 Continuation Sheet.
     
  4. SF 86 Quality Control Checklist (This is an aid for you in completing the SF-86).
     
  5. Foreign Travel Form (If you have traveled unofficially within the last 10 years, you must submit this form).
     
  6. Foreign Contact Form (Foreign contacts you must report: Continuing association with known foreign nationals that involve the establishment of bonds of affection, personal obligation, cohabitation, or a continuous intimate relationship or intent to marry regardless of how or where the contact with a foreign national was made, or how the relationship is maintained (i.e. via personal contact, telephone, postal system, internet, etc.)).

Foreign contacts not required to report: 1) Contact via social media with foreign nationals and/or contacts with official foreign partners (e.g. social engagements, liaison and professional relationship-building activities) where bonds of affection, personal obligation or intimate contact are not involved. 2) Limited or casual public contact with foreign nationals absent any other reporting requirement in this instruction.

  1. Cohabitant Form (This applies to anyone you are living with that you are not legally married to, or if you are living at home with your parents/family members over the age of 18).
     
  2. Dual Citizenship Letter.
     
  3. Personal Financial Statement.
     
  4. OF 306, Declaration for Federal Employment.
     

If you have served in the military, please send a copy of your DD Form 214. Member copies 2, 4 or 7 are acceptable and must show the type of separation and "Honorable" Character of Service.

If you are married to a foreign national, the following forms must be completed:

  1. Spouses Intent for US Citizenship.
     
  2. Married to a Foreign National Form.
     
  3. Candidate Foreign National Letter (see sample).
     
  4. A listing of your spouse's first-degree relatives (immediate family members) to include their full name, relationship to them, date of birth, place of birth, residential address, occupation and address of the employer. (We have a foreign contact report for your mother-in-law and father-in-law). This is a different requirement that we must have from the applicant.
     
  5. A copy of your spouse's passport or birth certificate with a certified English translation of the document.
     
  6. Personal letter addressing the following:

    a. Signed statement as to your spouse's intentions of becoming a U.S. citizen.
     
    b. Detailed circumstances under which you met your spouse.

    c. The inclusive period of association, frequency of contact and the conditions under which contact has been accomplished.
     
    d. Exact nature of the association.
     
  7. Signed and dated SF-86 from spouse.

If you desire to password protect your forms, the following instructions are for your use. This is required for SF-86. See separate instructions in e-mail from your CPC representative.

Password Protect in Adobe Acrobat

ORIENTATION FOR NEW EMPLOYEES

The Touchstone Program introduces new Government employees and military members to DIA’s culture and mission, while emphasizing each new employee’s role as a DIA officer. Touchstone familiarizes students with the DIA strategy, DIA core values (teamwork, integrity, excellence, and service), and enables them to create effective teams and maintain a network of professional colleagues. The intent of the program is to promote a culture that supports DIA’s commitment to "Excellence in Defense of the Nation.” In addition, Touchstone delivers essential training and provides the opportunity and assistance necessary for new employees and military members to navigate through the security and onboarding process at DIA.

FOREIGN LANGUAGE PROFICIENCY PAY

DIA officers have the expertise to serve their country in a demanding role. As an incentive, officers can supplement their salary if they qualify for Foreign Language Proficiency Pay (FLPP).

In general, DIA does not employ individuals due to foreign language skills alone. There are only a very small number of translator or interpreter positions. However, foreign language proficiency is considered in hiring decisions for intelligence officers. Intelligence officers use language skills to read foreign textual material, listen to foreign audio or spoken content, or to converse with individuals in another language. There are virtually no requirements to write in a foreign language.

ELIGIBILITY CRITERIA

FLPP is a discretionary payment designed to enhance mission requirement capabilities; it is not an entitlement. FLPP eligibility criteria and rates align FLPP resources with mission-related language use requirements. Under DIA's current policy, FLPP eligibility for all DIA employees require a minimum proficiency level 2/2/2 (listening/reading/ speaking) as measured by the Defense Language Proficiency Tests (DLPT) and Oral Proficiency Interview (OPI).

WHERE CAN I FIND MORE INFORMATION?

You can find more information at the following locations:

ILR Scale: http://www.govtilr.org/Skills/ILRscale1.htm

DLPT: http://www.dliflc.edu/resources/dlpt-guides/

OPI: http://vimeo.com/album/139578

TESTING REQUIREMENTS

The U.S. Government uses the Interagency Language Roundtable (ILR) standardized descriptors of foreign language proficiency for listing comprehension, reading comprehension, and speaking ability. Please review these standards at www.dia.mil/careers to familiarize yourself with these standards prior to providing a response concerning your foreign language proficiency.

DIA uses the Defense Language Proficiency Test (DLPT) to test listening and reading proficiency. In cases when a DLPT does not exist, DIA will specify an alternate test.

DIA uses a certified Oral Proficiency Interview (OPI) to test speaking proficiency. This is conducted through a proctored telephone interview.

You will be required to validate/revalidate your proficiency through a DLPT and OPI prior to a final hiring determination.

DEPARTMENT OF DEFENSE STRATEGIC LANGUAGE LIST

The Strategic Language List informs the DoD's Foreign Language planning resourcing for training, testing, incentivizing, recruiting, and manning for languages that present the greatest utility toward achieving U.S. national security interests.

The SLL retains the three groups of languages: “Immediate,” which identifies languages immediately needed to meet urgent current demands; “Emerging,” which identifies languages for anticipated expanding future requirements; and “Enduring,” which identifies languages the DoD sees as a continuing need during the next 10 to 15 years.
 

IMMEDIATE

Arabic - Levantine
Arabic - Yemeni
Balochi
Pushtu - Afghan
Persian - Iranian (Farsi)
Somali
Urdu

EMERGING

Acholi
Amharic
Azerbaijani
Bengali
Burmese
Hindi
Kirghiz
Punjabi
Tadjik
Uzbek

ENDURING

Arabic
Chinese Mandarin
French
German
Hausa
Hebrew
Indonesian
Japanese
Korean
Kurdish
Malay
Persian - Afghan (Dari)

Portuguese
Romanian
Russian
Serbo - Croatian
Spanish
Swahili
Tagalog
Thai
Turkish
Ukrainian
Vietnamese