DIA is committed to hiring exceptional talent for a variety of career opportunities that span the globe 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 and personal integrity and conduct.

DO WHAT MATTERS

DIA Roles and Mission

CAREER FIELDS

  • Counterintelligence

    Officers in the counterintelligence (CI) career field perform a wide variety of tasks in support of the Defense Intelligence Agency’s (DIA) mission. From technical operations to insider threat investigations, officers in the CI career field safeguard the Nation from foreign adversarial threats.

The DIA Creed

APPLYING FOR EMPLOYMENT WITH 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 (ET) 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. Go to: http://www.dia.mil.

2. Click the link to "Search and Apply for Jobs" or click the link to "Careers" > "Vacancies."

3. If Your first visit?  Click "Register Now" to setup your account.

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

5. Click the check-box in front of jobs that interest you. Click "Save Selected Jobs" to store the announcements in "My Saved Jobs."

6. 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. 

7. 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.

8. 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 in the Defense Intelligence Agency are in the excepted service under 10 USC 1601 appointment authority and covered by the Defense Civilian Intelligence Personnel System (DCIPS), a General Grade (GG) pay system divided into grades and steps similar to OPM’s General Schedule (GS) 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 on-line 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 insure an applicant is eligible for access to SCI 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 U.S.
  • 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.   Such other procedures 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 (DD/EFT) Program. This payment method deposits net pay directly into the employee's account of choice at his/her designated financial institution. DD/EFT enrollment is required within the first 5 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 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 2 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 1 year trial period and who are rehired within 6 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 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 fill-able 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 (CPC) 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 (4) 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 6 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 6 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 Travelled Unofficially Within The Past 10 Years, You Must Submit This Form)
  6. Foreign Contact Form – (Foreign Contacts That You Maintain A Personal Contact With [vs Professional] Must Be Reported. You Must Report All Social Media Foreign Contacts Including:  Facebook, Twitter, Linkedin, Snap Chat, Instagram, Etc. If You No Longer Have Contact With Those Listed On Your Social Media You Must Still Report Them But They Can Be Listed On A Blank Sheet Of Paper With Their Name, Email, Country And Any Other Information You May Have About Them. Make Sure You Put Your Name And SSN On The Top Of Each Page. These Contacts Must Also Be Reported On Your SF 86)
  7. 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.)
  8. Dual Citizenship Letter
  9. 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 you mother 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 US 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 association.
  7. Signed and dated SF86 from the 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 ®

The following Pre-Employment forms must be completed by every Wounded Warrior candidate for employment. These forms are fill-able 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 CPC 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.


.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 6 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 6 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 Travelled Unofficially Within The Past 10 Years, You Must Submit This Form)
  6. Foreign Contact Form – (Foreign Contacts That You Maintain A Personal Contact With [vs Professional] Must Be Reported. You Must Report All Social Media Foreign Contacts Including:  Facebook, Twitter, Linkedin, Snap Chat, Instagram, Etc. If You No Longer Have Contact With Those Listed On Your Social Media You Must Still Report Them But They Can Be Listed On A Blank Sheet Of Paper With Their Name, Email, Country And Any Other Information You May Have About Them. Make Sure You Put Your Name And SSN On The Top Of Each Page. These Contacts Must Also Be Reported On Your SF 86)
  7. 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.)
  8. Dual Citizenship Letter
  9. Personal Financial Statement 
  10. 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 you mother 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 US 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 association.
  7. Signed and dated SF86 from the 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, the 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 goal of “Committed 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.

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).

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.

You can find more information at the following locations:

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

EMERGING

ENDURING

Arabic – Levantine

Acholi

Arabic

Portuguese

Arabic – Yemeni

Amharic

Chinese Mandarin

Romanian

Balochi

Azerbaijani

French

Russian

Pushtu – Afghan

Bengali

German

Serbo – Croatian

Persian – Iranian (Farsi)

Burmese

Hausa

Spanish

Somali

Hindi

Hebrew

Swahili

Urdu

Kirghiz

Indonesian

Tagalog

 

Punjabi

Japanese

Thai

 

Tadjik

Korean

Turkish

 

Uzbek

Kurdish

Ukrainian

 

 

Malay

Vietnamese

 

 

Persian – Afghan (Dari)