Army dcips program

Ability to conduct briefings and discussions with senior DOD intelligence community, and industrial leadership. Must be able to produce technical reports. Develops and oversees development of new criteria, methods, procedures and techniques which relate to investigative objectives, plans, and procedures within the target environment. Exercises judgment and ingenuity to interpret the intent of broad guidelines that are statutory and regulatory in nature and include DOD, DA, and local regulations, policies and procedures.

Makes authoritative determinations and advises on technical problems related to the Army J5 ASI program. Decisions and commitments often involve large expenditures of resources and have a strong impact on the entire Army CI Cyber program. Networks with concerned intelligence officials to assure proper coordination in support of the J5 Cyber CI program as it evolves or otherwise undergoes significant changes. The employee has responsibility for planning, designing, and carrying out programs, projects, studies or other work independently.

Supervisor is kept informed of significant developments. Completed work is reviewed only from an overall standpoint in terms of feasibility, compatibility, effectiveness or 'expected results, and for its contribution to the advancement of technology. Availability Pay Exemption - e. Exercises appropriate management responsibility primary duty over a recognized organizational unit with a continuing function, AND.

Customarily and regularly directs 2 or more employees, AND. Has the authority to make or recommend hiring, firing, or other status-change decisions, when such recommendations have particular weight. Computer manufacture or repair is excluded non-exempt work. Primary duty consistent with 5 CFR e. This position meets the Administrative criteria for the use of discretion and independent judgment per 5 CFR and is therefore, Exempt. Must be able to obtain and maintain a Top Secret security clearance based on a T5 or equivalent level investigation with eligibility for sensitive compartmented information SCI.

In accordance with Change 3, AR , Alcohol and Drug Abuse Prevention and Control Program, must successfully pass a urinalysis screening for illegal drug use prior to appointment and periodically thereafter. All INSCOM employees may be subject to extended TDY or worldwide deployment during crisis situations to perform mission essential functions as determined by management.

Must be willing to undergo and successfully complete a counterintelligence-scope polygraph examination with No Deception Indicated NDI on a pre-appointment and periodic basis. Must be eligible to obtain and maintain U. Army CI Badge and Credentials. Comp Level Code: A0H5 Factors, degrees, and points are embedded in the duties, no further evaluation required. PD : ST Replaces PD :. Organization Title:. Eligibility for Performance. End of Course Review 1. An annual rewards program—with the greatest rewards going to experience and longevity.

An annual performance-based rewards program linking employee performance to individual accomplishments—with the greatest rewards going to those who make the greatest contributions. A semi-annual program relating employee performance to individual accomplishments. A program that will give all employees rewards annually regardless of accomplishments. T or F Performance-based payouts are the basis for Ratings False.

Ratings are the basis for performance-based payouts because they acknowledge significant mission and Agency contributions and give larger payouts to higher performers Updated August End of Course Review 3. All of the above. What steps are followed in convening Pay Pools to determine performance -based bonuses and base-pay increase monetary awards? Both A and B Updated August End of Course Review 5. What are the responsibilities of a Pay Pool Manager? An individual typically in the chain of command for employees assigned to a Pay Pool, responsible for conducting the annual bonus decision-making process Administer the pay pool process and make performance-based bonus and base -pay increase monetary award recommendations to the PRA Both A and B.