I. INTELLIGENCE REFORM.
A. . The Chief Human Capital Officer (CHCO) for the DNI is leading a very aggressive program of initiatives to bind the federal IC together and revitalize/reshape the workforce. A Strategic Plan for Human Capital has been developed, Pay Modernization (equivalent to the National Security Personnel System) is being encouraged, a Joint Duty Assignment (JDA) program will soon be launched to replace the Intelligence Community Officer (ICO) programs (to include replacing the Intelligence Community Assignment Program [ICAP] ), Annual Climate Surveys are being conducted, New Health Benefit and Life Insurance Plans are being opened to only Defense Civilian Intelligence Personnel System (DCIPS) employees, and a detailed set of competency and supporting training requirements are being developed for the major intelligence functions.
1) . The DNI published his NIS in October along with a Strategic Human Capital Plan. They can be viewed on the web at the DNI’s website at: . Once there, click on “Publications.” Enterprise Objective 4, of the NIS (Attract, engage and unify an innovative and results-focused Intelligence Community (IC) workforce) provides the basis for the Strategic Human Capital Plan Program. It has a vision of an “Integrated National Intelligence Service” and three main goals: Build an agile, all-source workforce; Win the war for talent; and Create a culture of leadership – at all levels. Program evaluation has already begun with quarterly reporting under the National Intelligence Strategic Performance Reporting (NISPR) program.
2) . The CHCO for the DNI initiated and is working to develop a modern pay system similar to the National Security Personnel System (NSPS). The Office of the Under Secretary of Defense for Intelligence (USD[I]) is supporting that effort. Much work as been completed on designing a system. The design should be completed in FY07. In the last three months a Programming and Budgeting initiative has been completed at both the ODNI and USD(I) levels for funding a new system. Dollars are now programmed to both pay for training and automation updates in support of the system but also for the funding needed to “buy out” each employee’s within-grade Increase at time of conversion to a “pay banded” and “pay for performance” system that does not have within-grade increases. Army is now committed by this program to convert to the new system in FY09. FY07 and 08 will be spent developing specific Army procedures, perfecting supporting software and training employees and managers.
3) . The Joint Duty Assignment (JDA) Program will become very important and visible this fiscal year as part of both the DNI’s and USD(I)’s Human Capital programs. JDA will be a major tool in achieving the DNI’s vision of an Integrated Nation Intelligence Service. JDA will be replacing the IC Officer (ICO) programs to include the Intelligence Community Assignment Program (ICAP) and the IC Officer Training (ICOT) program (See additional article below). JDA is a leadership program and will help achieve Goal 3 in the Strategic Human Capital Plan – “Create a culture of leadership.” Beside permanent and rotational assignments to selected positions that will foster a joint or IC-wide perspective and set of competencies, the JDA program will also