STAFF MANAGEMENT
FACTOR A - ESSENTIAL KNOWLEDGE:
This factor measures the nature and extent of information or facts that employees must understand to do acceptable work (e.g.,, steps, procedures, practices, rules, policies, theories, principles, and concepts) and the nature and extent of the skills needed to apply these knowledges.
DEGREE A-5 - 40 Points
Utilizes knowledge of basic MASINT principles, concepts, and methodologies sufficient to perform elementary developmental assignments in a staff setting. Coordinates routine actions such as operations scenarios with other staff elements for incorporation into combat development documentation. Performs other related MASINT assignments requiring rudimentary skills in applying relevant intelligence techniques and procedures.
DEGREE A-6 - 60 Points
As staff officer, applies a thorough knowledge of HUMINT tradecraft and relevant regulations sufficient to independently perform recurring assignments. Utilizes knowledge of field operations and/or area-unique subject matter to provide advice and assistance as required. Participates in special projects in the role of an established and informed subject matter specialist, applying knowledge of applicable principles, accepted precedents, and techniques to the conventional resolution of problems and issues.
DEGREE A-7 - 80 Points
As senior staff advisor with broad knowledge of SIGINT operations, policy, and methodology, evaluates specific P2 and P3 SIGINT programs for validity, propriety, priority, and impact. Assignments require skill in applying this extensive knowledge to difficult, complex problems which arise during the program evaluation process.
DEGREE A-8 - 95 Points
Uses comprehensive, in-depth knowledge of CI investigations and operations to plan, develop, and program activities which meet changing national strategies and priori ties. Based on mastery of the CI discipline, recommends or makes critical decisions affecting the course and development of CI policies and programs in support of the international treaties, such as Intermediate Range Nuclear Forces Treaty, or as further example, evolving doctrine relative to counternarcotics efforts.
DEGREE A-9 - 115 Points
Serves as a preeminent authority in the intelligence community with special knowledge of IMINT policy, plans, and programs. Based on mastery of IMINT concepts, principles, and practices, proposes new intelligence policy and program objectives to gain wide acceptance throughout the intelligence community. Serves as sounding board for new IMINT strategies originating from the intelligence establishment.
FACTOR B - GUIDELINES:
This factor measures the nature of the guidelines used (e.g., regulations, procedures, precedents, methods, techniques and other guidelines that govern the work) and the degree of interpretation required of these references, including the elements of judgment and originality.
DEGREE B-1 - 10 Points
Performs IMINT staff management assignments at the entry level with close supervision. Except for the most repetitive of developmental tasks, closely adheres to established guidelines, definitive SOPs, and oral instructions from supervisor or higher graded specialist.
DEGREE B-2 - 25 Points
Uses basic understanding of CI operations and regulations to perform routine staff actions. Consults the Staff Officer's guide in applying judgment as to proper methods for preparing and completing staff actions. Researches other manuals, directives, or regulations as appropriate to implement peculiar aspects of certain CI functions or staffing procedures. Exercises flexibility in adapting to different situations based on the specific tasks which seldom fit a precise formula.
DEGREE B-3 - 50 Points
Uses judgment to interpret guides pertaining to the review and translation of specifically assigned MASINT data requirements into operational requirements. Guides are not specific and/or have gaps. Adapts existing policies and regulations to further incorporate operational requirements into organizational and operational documentation. Assesses overall quality of results and follows up accordingly with recommended changes.
DEGREE B-4 - 70 Points
Based on very general administrative guidance, serves as special advisor or program manager with responsibility for several geographic or technical areas of interest. Develops novel approaches in recommending operational strategies, policies, and procedures for adoption by field stations and operational brigades performing national and theater level missions. Recommends changes to U.S. Signal Intelligence Directives and other policy directives to meet new objectives or to improve overall operational effectiveness in the field.
DEGREE B-5 - 95 Points
Provides authoritative staff advice using sound judgment to interpret broad policy and basic legislation relative to HUMINT. Serves as recognized authority at the MACOM, theater, or DA level. Develops and applies broad, readily accepted guidance concerning such functions as intelligence oversight or collection management.
DEGREE B-6 - 115 Points
Given the complete absence of relevant guidelines and precedents, plans for the deployment of MASINT systems which are non-standard or one-of-a-kind. Develops unprecedented systems and missions to collect against systems which exist only at the theoretical level. Pioneers efforts with other services or countries to innovate quick reaction operations.
FACTOR C - SCOPE OF AUTHORITY AND EFFECT OF DECISIONS:
This factor covers the relationship between (1) the nature of the work (e.g., purpose, breadth, and depth of assignments) and (2) the effect of the work products or services both within and outside the organizational element. Effect also measures such things as whether the work output facilitates the work of others, provides timely service of a personal nature, or impacts on the adequacy of research conclusions.
DEGREE C-1 - 15 Points
Takes actions on routine MASINT assignments or portions of special MASINT assignments as directed where errors in decisions or commitments may be readily detected and corrected. The primary consequence of error is localized loss of time.
DEGREE C-2 - 30 Points
Performs work of limited scope and depth which has as its primary purpose the facilitating of assignments performed by higher graded intelligence specialists. Gathers information, determining approaches within limited confines of larger projects. Compares previous reports or other data for input into a broader assignment. Completed work affects the accuracy, reliability, and completeness of broader projects and studies.
DEGREE C-3 - 50 Points
Makes decisions which affect field units and on-going staff actions. Monitors, evaluates, and coordinates basic HUMINT staff actions, to include preparation of information papers, memoranda, messages, and position papers consistent with Defense Intelligence Agency Manual (DIAM) 58-13, EO 12333, and appropriate Director Central Intelligence Directives (DCIDS), MACOM, Theater, and unit guidelines and directives. Commitments have a direct impact on the participants and recipients of such staff actions. Work products provide information and analysis from which HUMINT cases may be managed. Errors in decisions and commitments could cause delay, waste of time and resources.
DEGREE C-4 - 70 Points
As a SIGINT advisor, evaluates operational strategies and exercises authority to recommend and develop changes to operational procedures, priorities, and policies which result in commitment of significant resources to specific field locations, missions, or programs. Decisions are predicated on thorough knowledge of diverse technical considerations and interpretations of policy which affect key programs.
DEGREE C-5 - 90 Points
Renders decisions which significantly impact execution of a MACOM CI program. Advises on changes in policy or goals which directly affect the course and outcome of planned and existing CI initiatives. Commits the organization to action with consequences which may serve to initiate, cancel, or modify sensitive CI operations.
DEGREE C-6 - 110 Points
Effects decisions pertaining to IMINT policies, goals, and programs which have pronounced effect within the intelligence community. Represents IMINT on defense and intelligence community boards, committees, projects, and other fora with full authority to shape the evolution of IMINT concepts, policies, and initiatives.
FACTOR D - WORK RELATIONSHIPS:
This factor includes contacts with persons not in the supervisory chain, and is based on what is required to make the initial contact, the difficulty of communicating with those contacted, and the degree to which the employee and those contacted recognize their relative role and authorities. Purpose of the contacts ranges from factual exchanges of information to situations involving significant or controversial issues and differing viewpoints, goals, or objectives.
FACTOR D-2 - 15 Points
Exchanges information on a recurring basis for the purpose of sharing data concerning IMINT requirements. Information exchanges are factual in nature and relatively simple to communicate.
FACTOR D-3 - 35 Points
As staff action officer, works to contribute to a staff paper or special project. Reviews applicable regulations, issues, and historical data to discuss options, interpret regulations, provide advice, and assure an acceptable product. Initiates routine contacts as required to address technical aspects of subjects, few of which give rise to controversy or require skills in persuasion or consensus building.
FACTOR D-4 - 55 Points
As staff officer, coordinates on planned or proposed phases of counter-SIGINT Operations for the purpose of assessing and accommodating effects on current operations, resources required, and benefits to be derived. Makes persuasive recommendations which typically result in agreement to improve specific counter-SIGINT strategies.
FACTOR D-5 - 75 Points
As senior staff officer, maintains work relationships in order to discuss and shape HUMINT program priorities and direction. Serves at MACOM, Theatre, or DA level, providing authoritative advice on HUMINT program objectives and feasibility. Initiates persuasive action to coalesce HUMINT assets whose access and placement are of major importance.
FACTOR D-6 - 95 Points
Presents and defends existing and new initiatives for the MASINT program in the General Defense Intelligence Proposed Program at the DA, DIA, GDIP staff, IC staff or Congressional level. As a committee member of the IC staff, attends working group meetings to develop an architecture or roadmap of future plans and development in MASINT.
FACTOR E - SUPERVISION RECEIVED:
This factor covers the nature and extent of direct or indirect controls exercised by the supervisor, the employee's responsibility, and the methodology for reviewing completed work.
DEGREE E-1 - 5 Points
Receives detailed guidance and instructions relative to HUMINT staff actions to ensure compliance with appropriate regulations, directives, and mission objectives. All work assignments are thoroughly explained and closely reviewed for accuracy and adherence to instructions. Performs developmental assignments in HUMINT staff functions, to include operational proposal coordination, message preparation, and associated staff and information papers.
DEGREE E-2 - 20 Points
Based on precise instructions, provides staff oversight for input to fiscal commitments for contractual maintenance support to imagery systems. Continuing assignments, which are well defined, involve providing recommendations to superior of specific actions needed to satisfy an unscheduled maintenance shortcoming under existing contract.
DEGREE E-3 - 35 Points
Based on definitive objectives and priorities, reviews CI investigative cases for an assigned unit or geographic area. Plans and executes sequence of steps necessary to monitor management of caseloads by intermediate commands, to include quality control guidance provided to field investigators. Identifies most serious cases and refers to supervisor for special attention. Work is evaluated on the basis of accuracy, consistency, methods used to evaluate complex cases, and propriety of recommendations.
DEGREE E-4 - 55 Points
Collaborates with supervisor in planning HUMINT staff assignments at DA, MACOM, or field operating level. Consults guidelines of a complex nature to evaluate HUMINT effectiveness, recommend reallocation of HUMINT assets, and monitor or coordinate HUMINT collection activities relative to assigned areas. Keeps supervisor informed of HUMINT capabilities to respond to assigned taskings, provide staff planning, and execute collection plans. Work in progress is subject to minimal supervision. Completed assignments are reviewed for propriety and conformance with intricate instructions.
DEGREE E-5 - 75 Points
As a project manager, plans, designs, and carries out technical functions of IMINT programs for echelons above corps (EAC). Subject only to administrative supervision, assures that EAC interests are met as IMINT systems evolve. Plans for new systems integration including personnel, training, organizational structure and funding. Reports significant changes in programs to supervisor. Completed work is reviewed for overall effectiveness and progress in meeting program objectives.
DEGREE E-6 - 95 Points
As senior CI representative, establishes the thrust of CI missions, to include goals and policies in support of broad mission execution. Interprets departmental policies and objectives to shape MACOM programs and resources in support of national defense goals. Both in-progress and completed actions are considered authoritative subject to review only in the context of mission success.
DEGREE E-7 - 115 Points
Serves as higher senior staff SIGINT expert advisor on all facets of SIGINT operations from the perspectives of both technology and management. Develops new strategies and concepts to meet operational challenges in support of National and multi-theater missions worldwide. Establishes new program goals and objectives subject only to constraints imposed by resource limitations or conflict with other major DOD or National SIGINT goals and policies.