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Navy Intel Officer Career Path – FTS 1117 SWO Career Path Ground Warfare Officers qualify during their first sea tour. Successful junior executives are selected.
Topic Presentation: “FTS 1117 SWO Career Path Surface Warfare Officers will qualify during their first sea tour. Successful junior officers will be screened.”—Presentation Content:
Navy Intel Officer Career Path
1 FTS 1117 SWO Career Path Surface Warfare Officers are qualified during their first sea tour. Successful junior officers are selected as Coast-appointed Department Heads. Once selected for LCDR, officers will be screened for XO. Beginning in FY 7, officers will be inspected for additional XO/CO fleets. At the same time as the XO/CO inspection, some officers will be inspected for the LCDR. Selected for Special Duty (SM) XO, Fleet SM XO/CO and SM CO tours, these SM tours are very challenging operational tours that require highly qualified personnel. They are designated similarly to the As time, rather than ability, allows, all FTS personnel will be assigned to reserve management tours, and with no major water events shown during shore tours, FTS will focus strictly on reserve management. A typical first shore assignment may include assignments as a Naval Operations Support Center CO, XO, or training officer. Some work is assigned to key personnel and other operational activities such as NCWGs and itinerant workers. Additional duties lie with reserve headquarters, OPNAV officers and reserve personnel. and other key staff Operations support staff FTS SWOs tend to fall into the 1:1 category, so the selection committee should look for a gentle separation. It is located on the back of the floating fit tref. Additionally, it is important for FTS officers to compete with AC (Active Component) officers on the Administrative Review Board, along with graduate study joint training and experience, and finally, for main fleet operational support officers and headquarters staff to have backup specializations in N1 and N3 areas. FTS was frequently used in the AC work that defined the future of RC 6.
How To Get A Job At The Cia And What It’s Like To Work There
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To make this website available, we record user data and share it with processors. To use this website you must agree to our Privacy Policy. Includes Cookie Policy2 Table of Contents Overall Development of Your Staff… 3 Creating Intelligence Officer Training Experiences Education… 6 Intelligence Mission Types… 6 Intelligence Element Assignments… 7 Additional Resources… 9 Summary… 9 Information A reference overview of an officer’s career path. Reference information page 2
3 Overall development of civil servants The Coast Guard attaches importance to officers with professional qualifications and experience. Within the Coast Guard, there are 13 specialties defined by the Officer Professional Management System (OSMS), which include mission (air, maritime, response, protection), mission support (intelligence, finance, human resources, legal, etc.) ), junior officers must obtain basic qualifications in their specialty early in their careers. Officers beginning their Coast Guard careers are typically assigned to operations departments. Typically, officer special expertise develops from the flagship level to the commander level. The first two tours largely defined his career. These tours provide basic training and help junior officers acquire the necessary competencies and develop professionalism. If employees attend required training courses (School C), they will gain the necessary experience. Fully qualified for billet assignment. They will become experts. Subsequent assignments expand the agent’s knowledge and experience into other areas, making them a broad expert. A broad specialist acquires in-depth knowledge and skills in a specialized area of expertise, as well as knowledge and skills in one or more additional specialties. And assign duties between lieutenants and captains. This additional knowledge and responsibility can be gained through various assignments within the specialty or through out-of-specialty (OOS) tours. OOS Tours offer a unique opportunity. Recruit people with a variety of responsibilities into a new environment. Officials learn more about how the Coast Guard operates within the Department of Homeland Security. Describes cooperation with national security and defense or other agencies, and how resources are allocated. And the important decision to create intelligence officers is that the Coast Guard must leverage intelligence expertise in its officer force. Officers acquire intelligence expertise through intelligence assignments, training, and educational experience, and special intelligence units are supported by core intelligence competencies. This competency details the level of competency gained through training and experience required to acquire and maintain specialized intelligence expertise (Figure 1). With advanced training in the field of intelligence, career progression is set at three levels through INTEL001: Apprentice, Journeyman, and Master. Officers are expected to reach the Junior Lieutenant or Lieutenant level to the Apprentice level, and the Lieutenant level to Journeyman level. He earned his master’s degree as a second lieutenant. After completing training, Performance Qualification Standards (PQS) and time requirements members will receive this level of information competency. Figure 1: Officer Career Path Page 3
4 1. Training officers receive basic intelligence training when assigned to an intelligence unit. Entry-level intelligence officers must attend the Coast Guard Intelligence Officer Course at Yorktown. Virginia additional requirements are based on the member’s assigned billet in the COMDTINST Information Training Guide (Series) and Master Training List (MTL). Intelligence training requirements by pay level are as follows: Lieutenant Grade/Lieutenant (Elementary): Complete Coast Guard Intelligence Officer Course (CGIOC) and Intelligence Trainee Specialized Competency Requirements. Completed position-specific training by MTL Lieutenant (completed one Intel tour): Meets Journeyman Intelligence Professional competency requirements Completes position-specific training by MTL Commander: Meets Master Intelligence Professional competency requirements Completed training Completed position-specific training by MTL Commander/Captain: MTL Successful completion of position-specific training as required. Some billets require significant specialized training. Core intelligence competencies are what trains and trains intelligence officers, but more technical capabilities (such as cryptographic counterintelligence) may be needed to pursue specialized skill sets. MTL updates capture future competency requirements. This is in addition to formal education requirements. There are also many professional development opportunities for intelligence officers. These opportunities occur on a case-by-case basis and nominees are requested through the chain of command. Officers who successfully complete a professional development program should ensure that this is noted on their professional development record, CG form, and experience. Officers enter the Special Intelligence Service with the rank of lieutenant or lieutenant. Most lieutenant ranks enter after completing an operational tour. When entering from another operating unit, officers are often assigned to sector intelligence to gain field experience. A lieutenant, an entry-level intelligence position, monitors billets in the Intelligence Coordination Center (ICC) or Maritime Intelligence Fusion Center (MIFC) with section billets not designated as leaders. The Coast Guard service does not receive special consideration because of its training and competency requirements.
Navy Intelligence Officer
The skills learned and practiced through field training during the first tour of five official C schools will help officers become experts in their field. Officers wishing to remain assigned to the Special Intelligence Unit must request an Intelligence Unit assignment at a later date. These allocations take past performance into account. Potential for increased responsibility, career development and service demands. By the second tour, the specialties will be further developed and improved. Increasing responsibility is essential to develop expertise to strengthen decision-making and leadership skills. After the second or third visit, the employee should focus on building the depth of his or her professional portfolio while leading a larger branch or department. Are you working on a post-graduation project or looking for a more responsible billet? Interagency assignments within the Intelligence Bureau provide officers with exposure to a variety of departments and functions. Dispatchers from the Intelligence Community (IC) are available to answer questions about interagency assignments. General Experience Requirements (Assignments) by Pay Grade: Second Lieutenant and Partial Billet Grades: Entry Level Lieutenant: One previous intelligence job Second Lieutenant Commander: Two previous intelligence jobs Higher Education Higher Education And intelligence assignments are considered intelligence assignments Commander: Three previous intelligence jobs Information allocation. Higher education Higher education And the granting of information is considered an assignment of information. Captain: The previous four information assignments. Higher education Higher education and intellectual capital are considered information missions. Limited non-professional (OOS) opportunities are available to employees. After completing the secondary information visit, agents can expand into secondary areas of expertise such as C4IT, finance, and human resources, and their perspectives and expertise are expanded through the OOS tour. However, agents should keep the following in mind: When the supply of specialists approaches demand, the likelihood of OOS allocation is also low. Once the OOS mission is complete, officers are expected to return to the Special Intelligence Unit. Officers should want the opportunity to receive orders from their officers. The Command Review Panel is used to determine which officers are most qualified to receive orders. Eligibility criteria for review are published on the Active Duty Promotion List (ADPL) and the Active Duty Promotion Schedule.
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