OCMI Reorganization. The Office of the Chief, Military Intelligence is now part of Futures Directorate and expanded to include Force Structure Division (formerly Master Plans Division of the Directorate of Combat Developments). Force Structure continues to be responsible for structure issues, including MI Force Structure Review and Design; Manpower and Requirements Criteria (MARC) studies on all MI MOS; and Total Army Analysis studies. They also oversee development of all MI Basis of Issue Plans (BOIP) for all Corps and below MI Systems and development of all MI Tables of Organization and Equipment (TO&E) for all corps and below organizations. Combining Force Structure into OCMI centralizes all personnel proponent functions with MI force structure development. This is especially crucial considering the ongoing personnel and structure related actions such as the Change in Non-Commissioned Officer Structure (CINCOS), Officer Personnel Management System (OPMS) XXI, Officer Restructuring, and Quadrennial Defense Review (QDR) initiatives.
OPMS XXI. Under OPMS XXI, MI Branch becomes part of the Operations Career Field. The Operations Career Field consists of all traditional branches as they currently exist. The major change to MI will be the deletion of Area of Concentration (AOC) 35B, Strategic Intelligence. The reserve component will retain 35B. Strategic Intelligence, in the active component will become Functional Area (FA) 34, part of the Information Operations Career Field.
DA Pamphlet 600-3, Commissioned Officer Development and Career Management, is being rewritten to reflect OPMS XXI changes. Expected publication is fall 1998. The DA PAM will reflect the requirement for all captains to have company command time for branch qualification. Majors aspiring for battalion command are strongly encouraged to have or executive officer experience. For additional information on OPMS XXI see the PERSCOM Homepage, www-perscom.army. mil or the Army Homepage, www.army.mil/opms. Points of contact (POCs) for Military Intelligence are Captain Calvin Downey and Ms. Charlotte Borghardt, commercial (520) 533-1180/8, DSN 821-1180/8, or via E-mail email@example.com or firstname.lastname@example.org.
Functional Area 34, Strategic Intelligence. FA 34 will provide the Army with professional intelligence analysts who are educated, trained and professionally developed to be world-class analysts. They will be repetitively assigned to positions requiring long-term background knowledge and study of specific geographic, political or demographic areas. These officers will be familiar with both Joint and Army Intelligence and Communications systems and procedures.
Under OPMS XXI, FA 34 is part of Information Operations (IO) Career Field. On designation into the IO Career Field and FA 34, officers will attend a transition course at Fort Huachuca and continue with the Postgraduate Intelligence Program at the Joint Military Intelligence College at Bolling Air Force Base. Point of contact is Ms. Borghardt (see above).
National Systems Development Program (NSDP). The OCMI completed the staffing and submissions for assigning an additional skill identifier (ASI) 3F to the National Development Systems Program (NSDP) graduates. NSDP, sponsored by INSCOM, is a one year intensive professional development program that builds "space smart" officers for collection management positions, especially at corps, Army, joint, and national agency collection management elements. The POC is Captain Downey (see above).
Project Warrior. The United States Army Intelligence Center is pursuing more Project Warrior MI officers and noncommissioned officers as instructors and training and doctrine developers. The Project Warrior Program was created to spread the expertise developed by Combat Training Center (CTC) Observer/Controllers (O/C) to the rest of the force. Currently, the officers or noncommissioned officers who want to participate in the program are assigned to a CTC Operations Group with follow-on assignment to a Training and Doctrine Command (TRADOC) school (e.g., Fort Huachuca). Personnel who have interest in participating in the program should contact their assignment officer or career manager at the U.S. Total Army Personnel Command (PERSCOM). The POC is Captain Downey.
Training Remedial Action Plan (T-RAP). This action plan coordinates and directs TRADOC efforts to resolve recognized shortfalls in doctrine, training, organization, materiel, and leader development products. TRADOC tasks and assigns appropriate agencies for evaluating possible corrective actions.
The OCMI evaluated the ability of the OPM system to assign officers with proper training, background, and experience to S2 positions. As a result, OCMI has a questionnaire message in the field soliciting assessment of military intelligence officers' training, experience, and competence. Contact Captain Downey.
Enlisted Career Management. During this time of force change, getting involved in managing your career is necessary to meet your goals. This means keeping up with what is going on in the Army and within the Military Intelligence community. There are many tools available to help you to do this. OCMI opened its Internet site on the Huachuca Homepage in April 1998 (http://www.huachuca-dcd.army. mil/ocmi). We will use the site to keep you informed of what your Proponent Office is doing. We also solicit your input on current issues affecting the MI force. If you have questions or concerns you want to address to your Proponent Office, contact us at commercial (520) 533-1174, DSN 821-1174, or via E-mail atzsmi@ huachuca-emh1.army.mil.
Another critical part of managing your career is keeping in touch with your Enlisted Branch Manager at the U.S. Total Army Personnel Command (PERSCOM). The MI Proponent Office works closely with PERSCOM to ensure that all MOSs have viable career paths and that professional development opportunities are available for all soldiers.
Your Branch Managers (see Figure 1 below), are there to assist you to meet your career goals and ensure proper and fair distribution of soldiers throughout the Army. Keep in mind that PERSCOM must maintain unit strengths worldwide. They will do their best to match vacant positions with the soldiers who want to fill those positions. Every soldier at every grade is vital to ensure unit readiness. Every soldier must actively participate in his or her career development and should expect to be treated with fairness and respect in doing so.
Figure 1. PERSCOM Branch Managers for MI MOSs.
It is sometimes very difficult for soldiers overseas and in various time zones within the Continental United States to communicate with PERSCOM. PERSCOM Enlisted Personnel Management Directorate (EPMD) uses several means of communication to make the process easier. These include the Interactive Voice Response Telephone System (IVRS), expanded E-mail capabilities, high-speed fax machines, and mailgrams. No matter where you are stationed or what time of day it is, you can contact your MI Enlisted Branch Manager. Remember, it's your career!
Warrant Officer Position Coding Update. With the recent completion of the Change in NCO Structure (CINCOS) and the ongoing actions of the Officer Restructure Initiative (ORI), it is now time to look at the grading of Military Intelligence Warrant Officer positions. All warrant officer positions are currently graded by rank and should conform to the average grade distribution matrix shown in Appendix G of AR 611-112, Manual of Warrant Officer Military Occupational Specialties. Our current MI warrant officer distribution has too many authorizations for W2 and W4 and too few for W3 and W5. We will be working this issue over the next several months to try to realign the overages and the shortages to bring them in line with desired force structure. The greatest challenge will be to reduce our W4 authorizations. This will have no affect on our actual inventory of warrant officers. We will review each TO&E and Table of Distribution and Allowances (TDA) for possible upgrades and downgrades. No current positions will be deleted and all actions will be coordinated with the appropriate MACOM. If you have any specific questions on MI warrant officer position coding, call Chief Warrant Officer Five Rex Williams, Warrant Officer Professional Development Manager at (520) 533-1183 and DSN 821-1183 or E-mail Williamsx@huachuca-emh1.army.mil.
Officer Restructuring Initiative (ORI). The ORI is a joint DCSPER/TRADOC effort to reconcile the Army's TO&E officer requirements with DOPMA-constrained officer inventory by FY00. In effect, ORI calls for downgrades of some officer TO&E positions similar to the way that Change in Noncommissioned Officer Structure adjusted some NCO positions. TRADOC completed ORI Phase I in November 1997, and briefed the CSA in December 1997, recommending downgrades to Modified TO&E authorizations not TO&E requirements. The CSA agreed to delay his decision. TRADOC proceeded with ORI Phase II, which further defined the downgrade of 20% CPT requirements, 6% MAJ requirements, 12% LTC requirements, and 12% COL requirements. On 11 February 1998, USAIC&FH submitted to Force Design Directorate, Fort Leavenworth, a prioritized list of TO&E requirements for downgrade. This submission merged downgrades for the tactical Army with those proposed by INSCOM. TRADOC's Force Design Directorate will compile and analyze all input.
The POC is CPT Joel Rayburn at DSN 879-2275 or Commercial (520) 538-2275. His E-mail is email@example.com. mil.