APPLY FOR JOBS
Military personnel who receive orders to DIA should contact the Military Resource Operations Center (MROC) at (202) 231-6762 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
All-source analysts provide insight and expertise on foreign military capabilities and defense issues in support of our nation’s political leadership, defense policymakers, acquisition community and military commanders.
Finance and Acquisition officers enable enterprise management by programming, budgeting, allocating and managing approved resources.
Officers in the HUMINT Career Field perform a wide variety of functions to execute and support the mission, including overt and clandestine collection of intelligence across a spectrum of sources and methods, management of the collection and reporting cycle, and direct intelligence support to collectors and collection operations.
Officers in the Human Services career field manage the health, well-being and development of the DIA workforce.
Officers in the IT Career Field plan, innovate, engineer, operate, maintain, protect and defend the nation’s most critical infrastructures, networks and applications necessary to maintain decision advantage and meet national security objectives.
Officers in this career field are the critical link in the combatant commands between warfighters, planners and defense intelligence analysts. As trusted advisors to senior government officials and general officers, they coordinate and integrate diverse intelligence operations from the tactical-theater level to the national-strategic level.
Officers in the OMI career field apply technical and administrative expertise and possess a comprehensive knowledge of laws and regulations across six specialties: facilities, information services, logistics, program analysis, staff operations and strategic communications & engagement.
Officers in this career field apply scientific methods and technical tradecraft across the full range of intelligence operations in support of global technical collection, exploitation and operations.
DIA security officers demonstrates DIA's commitment to protecting the Agency's people, information, facilities, operations and classified and sensitive information while executing its global national security mission.
DIA legal service professionals advise leadership and mission professionals on legal issues associated with DIA operations.
DIA Mission On Demand (DIAMOND) is DIA’s talent acquisition tool used to leverage talent from academia and industry, targeting specialized and cutting-edge skills not currently available within the Agency or Federal government.
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.
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:
DIA operates in more than 140 facilities around the world. Our Analysis Officers are stationed at a wide array of locations, including:
The Civilian Legacy Employee Availability Reserve (CLEAR) creates a reserve of former DIA civilian personnel who may be re-employed to provide manpower to DIA on a temporary and intermittent basis to:
CLEAR program participants will be appointed as intermittent hires for up to six months at a time, not to exceed 12 months. The CLEAR selection
process is non-competitive and based solely on qualifications, availability, and the needs of DIA.
Who is Eligible?
All CLEAR Program participants must:
CLEAR participants may expect:
For more information on this program, contact the Human Resources Operations Center at 202-231-4762.
Download PDF: Civilian Legacy Employment Availability Reserve Program (CLEAR)
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 workforce 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 equal 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, retaliation, genetic information – 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.
DIA Instruction 1020.002 Reasonable Accommodation of Qualified Individuals with Disabilities.
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: