COMNAVRESINTCOMINST 1131.3A

31 AUG 1991

COMNAVRESINTCOM INSTRUCTION 1131.3A

Subj: RESTRICTED LINE DIRECT APPOINTMENT PROGRAM FOR INACTIVE DUTY AS SPECIAL DUTY OFFICER (INTELLIGENCE) (1635)

Ref: (a) COMNAVRESFORINST 1131.2

(b) OPNAVINST 1120.3

(c) OPNAVINST 5510.1H

(d) COMNAVRESINTCOMINST 3501.2C

Encl: (1) Processing Flow Diagram

(2) RIPO Interview Guide

(3) Direct Appointment Screening Board Guidelines

(4) Objective Ranking Guidelines

(5) Form 5086-102, Warning Notice

1. Purpose. To provide guidance for administration of the intelligence designator 1635 (inactive) direct appointment program.

2. Background

a. Requirement. Naval Reserve Special Duty Intelligence (1635) billets should be primarily filled by 1635 officers released from active duty or by other officers with active duty experience who can qualify for the 1635 designator. However, because these resources are often times inadequate, procurement of junior 1635 officers also has been authorized through direct appointment of qualified enlisted reservists and civilians. Reference (a) provides guidance concerning requirements and qualifications.

b. Current Procedures. Basic guidance for the current 1635 (inactive) direct appointment program is provided by reference (a). This instruction amplifies that instruction and establishes procedures for NRIP involvement.

3. Policies

a. General. Navy officer recruitment policies for the reserve are promulgated in reference (a). In case of conflict between this instruction and instructions of higher authority, guidance should be obtained from COMNAVRESINTCOM or COMNAVINTCOM.

FOR OFFICIAL USE ONLY

b. Recruiting Goals. The success of this program and other recruiting activities in the past has improved the overall NRIP officer manning levels to a point that COMNAVRESFOR is establishing limited annual recruiting quotas. Accordingly, each Reserve Intelligence Area Commander (RIAC) will maintain an all-source officer recruiting program placing the highest emphasis on

nomination of quality candidates to meet current and projected vacancies within the area.

c. Applicant Processing. Primary responsibility for processing applicants rests with the Commander, Naval Reserve Recruiting Command (COMNAVRESCRUITCOM) Recruiting Detachment (NAVCRUIT DET) Canvasser Recruiter and will be conducted according to the steps outlined in enclosure (1). All applicants will be referred to the local Canvasser Recruiter for further information and processing.

d. Standards of Evaluation. Using enclosures (2) and (3), Reserve Intelligence Program Officers (RIPO)s and RIACs will screen applicants thoroughly to ensure that only top quality applicants are recommended for Naval Reserve Intelligence. Enclosure (4) is a list of suggested objective ranking guidelines which should be used by the Canvasser Recruiters to pre-screen candidates and to determine the overall competitiveness of local candidates. Applicants will be evaluated for all of the following:

(1) All qualifications set forth in reference (a).

(2) Leadership and advancement potential.

(3) Eligibility for security clearance based on SBI.

(4) Age limit (less than 35 at commissioning).

(6) Qualification for mobilization billet assignment.

(7) Tangible record of perseverance and achievement, indicating high probability of a long term commitment to the Naval Reserve.

e. Recruiting of High Visibility Candidates. Certain civilians may not be subject to mobilization due to their civilian occupations. Reference (b) provides guidance on recruiting personnel who hold a local, state or national elected or appointed political position and who must receive approval of the Secretary of the Navy prior to commissioning. COMNAVRESINTCOM must be notified as soon as processing of such a candidate is initiated.

f. Recruiting of Members of Other Services. Enlisted members of other reserve components on inactive duty may be recruited, provided they have obtained contingent release authorization from their current reserve organization. No person on active duty will be recruited for this program.

g. Privacy Act. The Privacy Act requirements for this program are set forth in reference (c) and will be carefully observed.

h. Safeguarding of Documents and Personal Data. Direct commission application documents may contain sensitive information on the candidates and must be handled in accordance with policies set forth in reference (c). Application packages will be clearly marked with a warning notice (enclosure (5)) and will be accorded special handling. RIPOs will provide locked stowage for all files and documents relative to applicants. These files and documents should also be hand-carried or double-wrapped before mailing. The information in these records should be disclosed only to those personnel who have a valid requirement for evaluating the applicant's eligibility for a commission. Third party information will not be disclosed to the applicant. Retention and destruction of residual files will be in accordance with reference (a), except that copies of third party information should be destroyed by COMNAVINTCOM after completion of all selection board action.

4. Selection/Rejection of Applicants

a. Selection. Final selection authority rests with COMNAVCRUITCOM. Selection is highly competitive and based upon the evaluation of the whole person with COMNAVINTCOM determining suitability for the 1635 designator. RIPOs will initiate SBIs only upon notification by COMNAVINTCOM of the applicant's tentative selection. All selections are conditional upon satisfactory adjudication of a Special Background Investigation (SBI) which includes a positive determination that the candidate meets DCID 1/14 standards.

b. Continuation in the NRIP. Continuation in the intelligence program is contingent upon satisfactory completion of all BRIT-O Training requirements. Any officer failing to complete all Basic Training requirements will be administratively removed from the program.

c. Annual quotas. COMNAVRESINTCOM and COMNAVRESFOR determine DIRCOM requirements based on an overall 1635 Manpower Plan. In order to meet these requirements, COMNAVRESINTCOM will establish the number of applicant packages by Reserve Intelligence Areas (RIAs) and COMNAVRESCRUITCOM will recommend the geographical quotas. RIPOs must work closely with the local Canvasser Recruiter to ensure that only the best candidates are forwarded for further action.

d. Rejection. Applicants who do not meet the requirements established in reference (a) will be so advised by the Canvasser Recruiter and their processing terminated. Applicants who meet minimum standards, but who are not competitive for appointment, may be rejected by the Canvasser Recruiter. Applicants may be rejected by the local Canvasser Recruiter based on qualification criteria and recommendations from the local RIPO. RIPOs will be guided by policies set forth in reference (a) in all contacts with rejected applicants.

e. Inquiries and Recommendations on Behalf of Applicants. Answers to inquiries received on behalf of applicants from public officials or other members of the community should be forthright and tactful, maintaining both the integrity of the direct appointment program and good community relations. Inquiries in the cases of applications will be handled by the local Canvasser Recruiter. Freedom of Information Act requests with respect to documents held by the RIPO must be acted upon by the host air activity, but the RIPO should obtain guidance from COMNAVINTCOM (NIC-13) and COMNAVCRUITCOM prior to advising the host air activity Commanding Officer on a course of action. Unsolicited letters of recommendation for applicants may be accepted at any time and may be included in the application package.

f. Re-application. Applicants who were rejected due to a temporary physical condition may re-apply when they meet all physical requirements. Applicants with insufficient professional qualifications may reapply only upon presentation of additional documentation demonstrating significant improvements in their qualifications.

5. Responsibilities. COMNAVINTCOM, COMNAVRESFOR and COMNAVRESINTCOM have agreed upon the following division of responsibilities.

a. COMNAVINTCOM (NIC-13)

(1) Maintains liaison with CNO (OP-092R) and COMNAVRESFOR, and advises COMNAVRESINTCOM of policy and procedural changes.

(2) Holds a Selection Board for competitive review of candidates to determine final suitability of applicants for the 1635 designator and assignment to NRIP billets.

b. COMNAVRESINTCOM

(1) Directs, monitors and inspects performance of the 1635 (inactive) direct appointment program in the NRIP.

(2) Recommends policy and procedure changes to COMNAVINTCOM.

c. RIAC

(1) Directs officer recruiting and direct appointment programs and ensures the quality and objectivity of applicant recommendations.

(2) Designates a Deputy RIAC for Manpower Management to administer the recruiting effort.

(3) Designates officers to serve on direct appointment screening boards and ensures that such officers are properly trained and qualified.

d. RIPO

(1) Under the direction of the RIAC, participates in the direct appointment program within the area.

(2) Maintains liaison with COMNAVRESINTCOM, COMNAVINTCOM (NIC-13) and COMNAVRESCRUITCOM concerning procedures and progress of applications.

(3) Interview each applicant referred by the Canvasser Recruiter and complete a RIPO Interview Guide (enclosure (2)) which becomes a part of the application package.

(4) Determines probable eligibility of each applicant for appropriate security clearance based on reference (c).

(5) Upon notification by COMNAVINTCOM (NIC-13), finalizes preparation of the SBI package for applicants conditionally selected for appointment and submits the package to the Defense Investigative Service (DIS).

e. COMNAVRESCRUITCOM Canvasser Recruiter

(1) Recruits and follows-up on NRIP referrals.

(2) Processes preliminary questionnaires and application packages, and screens applicants for drug involvement and selection competitiveness using enclosure (4). On questionable cases, consult RIPO for specific or potential background investigation problems.

(3) Schedules physicals, check employer and military references and records, conduct police records check and collect college transcripts.

(4) Quality controls packages prior to submission to COMNAVRESCRUITCOM.

(5) Upon notification by COMNAVRESCRUITCOM, finalize commissioning documents and prepare affiliation packages.

f. Unit Commanding Officers

(1) Ensure that all hands are familiar with the contents of reference (a) and understand the importance of recruiting qualified candidates.

(2) Establish a procedure for referring highly qualified candidates to the Canvasser Recruiters.

6. Reporting. Reports will be made in accordance with reference (d).

G. P. DICKEY

Distribution: (refer to COMNAVRESINTCOMINST 5216.1E)

Lists I, II, III, IV

Copy to:

COMNAVRESCRUITCOM

Step 1 Step 2 Step 3 Step 4

Applicant/Canvasser Recruiter-> RIPO ----------------> CR -------------------> RIPO/RIAC ------------->

1. Preliminary Questionnaire 1. SCI Screen 1. Schedule Physical 1. RIA Screening Board

2. Application Package per 2. Interview 2. Employer / Mil Rec 2. Recommended

COMNAVRESFORINST 1131.2 3. Recommended 3. Police Rec Check

3. DD-398 4. Transcripts

4. Privacy Act / Drug

Involvement or or

(APPLICANT REJECTED) (APPLICANT REJECTED)

By CR By CR

Step 5 Step 6 Step 7 Step 8

CR/COMNAVRESCRUITCOM --------> NIC-13 --------------> RIPO -----------------> CRUITCOM -------------->

1. Summary Sheet / 1. Professional Review 1. Complete and 1. Medical Review

Interview Appraisal (Selection Board) Submit SBI 2. SBI Results

2. Quality Check 2. Notify RIPO to submit 3. Initiate Comm Docs

3. Enter PORT SBI 4. Forward Comm Docs

or or

(APPLICANT REJECTED) (APPLICANT REJECTED)

By CRUITCOM By CRUITCOM

Step 9 Step 10

CR --------------------------> RIPO ---------------->

1. Affiliate Package 1. Commission

2. Finalize Comm Docs

or

(APPLICANT REJECTS)

(1) Name

(Last) (First) (Middle) (Maiden)

(2) SSN (3) Date/Place of Birth

(4) Home Address

(No./Street) (City) (State) (Zip)

(5) Telephones: ( ) ( )

AC Home AC Business

(6) U.S. Citizen? If not, citizen of

(7) Educational Level:

(a) College Degree Major Institution

(b) College Degree Major Institution

(c) Other Education Institution

(8) Marital Status: Married Single Divorced

Spouse and former spouse(s), if any:

Date of Marriage Citizenship Date of Divorce

(9) Children:

Age Sex Citizenship (10) Are you a single parent

supporting any of these

children?

(Yes) (No)

(11) Employment:

(a) Employer:

(Name) (Immediate Supervisor)

FOR OFFICIAL USE ONLY

Enclosure (2)

(b) Address:

(c) Job Title and Brief Description of Duties:

(d) When employed: Advancement:

(e) Civilian training and experience in or applicable to the intelligence field:

(12) Military Experience:

(a) Active Military Service, if any:

Service From/To (Dates) Rank Duties

(b) Membership in any Reserve Component:

Service From/To (Dates) Rank Duties

Are you currently a member of any Reserve Component of any branch of the Service? Yes No If so:

(Unit) (Location) (Rank)

(c) Military training and experience in or applicable to the intelligence field:

(13) Travel or residence outside the United States:

Country (if residence, Date(s) Reason(s)/

list city also) Circumstance(s)

(if tourist trip, countries may all be listed under one date.)

(14) Are there any immediate family members or persons to whom

subject is bound by affection who are living in or are

citizens of a foreign country? If so, give relationship,

country, and circumstance(s):

(15) Has subject ever been arrested other than for a minor

traffic offense (include multiple offenses)? If so, give

date(s), reason(s) for arrest, and disposition of case(s)

(see page 22C-8, OPNAVINST 5510.1H):

(16) Has subject demonstrated financial irresponsibility, or is

he/she aware of any occurrences which might result in being

refused credit (described on page 22C-16, OPNAVINST

5510.1H)? Give circumstances, including corrective action,

if any:

(17) Does subject's history reflect any indications of

significant misconduct as described on page 22C-28,

OPNAVINST 5510.1H?

(18) Have there been any episodes of mental or emotional

disturbance as described on page 22C-11, OPNAVINST 5510.1H?

Has subject ever consulted a psychiatrist, psychologist or

physician for treatment of emotional difficulties?

(19) Has subject ever belonged to, or otherwise supported or

assisted, any subversive individual, group or organization

as defined on page 22C-3, OPNAVINST 5510.1H?

(20) Has subject ever represented or acted as an agent of any

foreign government, organization or business as described on

page 22C-5, OPNAVINST 5510.1H?

(21) Has subject had any dealings with any country or citizen of

any country listed on page 22C-13, OPNAVINST 5510.1H? If

so, give country and circumstances:

(22) Has subject any history of abuse of alcohol or of illegal or

improper use of any psychoactive substance, as detailed on

pages 22C-18 and 22C-20, OPNAVINST 5510.1H?

(23) Has subject ever failed to comply with policies and

procedures established for the purpose of safeguarding

classified information? If so, what were the circumstances

and results?

(24) Is subject aware of any other circumstances, events, or

characteristics which might result in the denial of a

security clearance?

(25) Why does subject desire to affiliate with the Naval Reserve

Intelligence Program? (May be completed by subject in

his/her own words.)

I hereby certify that all of the above information is accurate to the best of my knowledge.

INTERVIEWEE INTERVIEWER

(Signature) (Date) (Signature) (Date)

AUTHORITY: Internal Security Act of 1950 and Executive Order 10450, 12036 and 12065.

EXPLANATION: All Naval Officers of the 163X, 645X, and 745X designator and all Intelligence Specialist (IS) rated enlisted personnel must be eligible for access to Sensitive Compartmented Information (SCI). Additionally, all reservists assigned to a Naval Reserve Intelligence Program (NRIP) mobilization billet must be eligible for SCI access.

The personal interview is required as preliminary to assignment to an NRIP unit and prior to the submission of a request for a Special Background Investigation (SBI), the satisfactory completion of which is mandatory for the granting of SCI eligibility.

PRINCIPAL PURPOSES: To obtain background information for personnel security investigative and evaluative purposes in connection with the making of security determinations with respect to (1) employment or retention in employment in sensitive Department of Defense civilian positions or for other positions that have been designated as requiring a determination as to whether employment in or assignment to such positions is clearly consistent with the interest of national security, (2) membership in the Armed Forces of the United States, or (3) access to classified information.

ROUTINE USES: (1) Determine the scope of a personnel security investigation.

(2) Provide evaluators or adjudicators with personal history

information relevant to personnel security determinations.

The information may be disclosed to other Federal agencies that are authorized under specific statutory or Executive authority to make personnel security determinations.

A copy of the report of personnel security investigation will be maintained by the Personnel Investigations Center of the Defense Investigative Service Headquarters and may be used in future employment or security clearance determinations. You have the right to obtain a copy of the report of investigation and/or to request amendment to the file.

MANDATORY OR VOLUNTARY DISCLOSURE AND EFFECT ON INDIVIDUAL OF NOT PROVIDING INFORMATION: Voluntary. Failure, however, to furnish all or part of the information requested may result in (1) non-action for employment, membership in the Armed Forces, or certain other duties requiring a determination as to whether employment in or assignment to such duties is clearly consistent with the interests of national security, (2) denial of access to classified information, or (3) reassignment to non-sensitive duties. Your social security number is necessary to fulfill requirements of the above cited authorities. It is intended that this notice be retained for personal account.

1. Purpose. To establish specific procedures for interviewing applicants for NRIP direct appointment. The primary purpose of the interview process is to assess the candidate's leadership potential, character, professional qualifications and overall suitability for commissioned service. A secondary function is to inform the applicant about the program, the training to be given, and performance expected.

2. Discussion. The guidelines presented in this document have been developed and field-tested in numerous 1635 Screening Board interviews. Their use will ensure that all interviews will be uniformly thorough and of high quality. The standard questionnaire shall be used as written, except for such minor rephrasing as may be necessary to avoid redundancy and to draw out the candidate.

3. Screening Board Procedures

a. Prerequisites. Completion of the items in Steps 1 through 3 of enclosure (2) are minimum prerequisites to the Screening Board interview.

b. Screening Board Composition. The Screening Board will be composed of at least three commissioned officers, excluding the RIPO, RIAC, officers in the individual's present unit (if applicable), and any officer having a close relationship with the applicant, his/her family or associates. At least two-thirds of the members should hold the 1635 designator. The RIAC shall designate officers eligible for Screening Board membership, and shall ensure an appropriate balance of experience level on each Board and the need to indoctrinate new Board members.

c. Screening Board President. The senior member of the board will normally serve as the President, providing he or she shall have previously served as a member of at least two boards.

d. Preparation for the Interview. The President shall review this guideline, the candidate's application package and prepare questions with the Board prior to the introduction of the candidate. All information developed on the candidate shall be made available to the Board and shall be presented in summary form by the President or RIPO.

4. Interview Procedure

a. Phase I. The President shall ask all of the prepared questions. During this phase of the interview, the board members should take notes and prepare follow-up questions, but should not interrupt the President except to clarify responses by the candidate.

b. Phase II. The President shall call upon each board member in turn to ask follow-up questions which should probe strong or weak points of the candidate and elicit additional information. This phase should be less formal than Phase I and may involve give-and-take among Board members, with the President ensuring that each member has full opportunity to ask questions.

c. Phase III. When all Board members have finished, the President should conclude the interview by giving the candidate an opportunity to ask final questions and, if possible, offer the candidate an estimate of his or her chances for success.

d. Confidentiality. The provisions of the Privacy Act apply to the information developed in the interviews, which is to be used solely to determine the qualifications of the candidates and assess their eligibility for the NRIP.

e. Findings and Recommendations. At the conclusion of the interview each Screening Board member will write an appraisal of the candidate. The judgments expressed shall be based on the interview and shall be those of the interviewer only. The Screening Board may additionally prepare a report of its findings signed by the President. The President will resolve the Board's findings with those of the RIPO into the final recommendation which shall be one of the following categories provided on the Officer Recruiting Summary Sheet:

* Highly Recommended

* Recommended

* Not Recommended

f. Adverse Information. Findings which raise questions about the eligibility of the applicant for a security clearance should be brought to the attention of the RIPO for further clarification.

5. Suggested Interview Areas. During the interview, the following facets of the applicant's character and background should be evaluated. Some of these facets are addressed by individual questions while others will be brought out by the applicant's general responses.

a. General Background and Ability

(1) Military background

(2) Education - including activities and honors

(3) Civilian occupation

(4) Intelligence experience (or equivalent)

(5) Family situation or dependency status

(6) Awareness of foreign policy and world situation

(7) Extra-curricular activities and outside interests

(8) Self-image

b. Knowledge of NRIP and Personal Motivation

(1) Source/sponsor

(2) Knowledge of the program

(3) Committed candidate (not a casual shopper)

(4) Why motivated?

(5) Willing to accept Reserve duties and obligations:

- make long term commitment and accept training

- drill on assigned weekend

- perform ADT (previously ACDUTRA) as scheduled

- do tedious production work

- conform to grooming standards

c. Satisfactory Background for Security Clearance

(1) Candidate has not declared bankruptcy or insolvency

(2) No immediate relatives living in the Soviet Bloc

(3) No felony offenses or significant misdemeanor convictions

(4) Not disqualified by drug use

(5) No compromising social or business relationships

d. General Characteristics and Abilities

(1) Officer bearing/poise

(2) Communication skills - verbal and written

(3) Analytical skills

(4) Unique experience which matches NRIP needs

(5) Language capabilities

(6) Well-rounded individual

(7) Team player

(8) Value judgment and stability

(9) Potential or demonstrated leadership ability

I. EDUCATION (maximum 10 points)

Advanced Degrees - (maximum 1) - 1 point

Sci/Tech/Poli Sci - 1 point

Language proficiency (maximum 2) - 1 point each

Certified Good or Better

Fluent, native or 3/3 in Chinese, - 3 points additional

Russian, or Farci

GPA: 2.5 - 2.99 - 1 point

3.0 - 3.49 - 2 points

3.5 - 4.00 - 3 points

SUBTOTAL:

II. PRIOR/CURRENT MILITARY SERVICE (Maximum 6 points)

Honorable Prior Service - 1 point

Tech/Intel/OPS - 1 point

E-4 or - 1 point

E-5 or - 2 points

E-6 through E-9 - 3 points

Commission - 4 points

SUBTOTAL:

III. CIVILIAN EMPLOYMENT (Maximum 5 points)

Stable employment ( > 2 years) - 1 point

Sci/Tech/Intel related - 1 point

Managerial/Supervisory - 1 point

Registered (e.g. P.E., BAR, CPA) - 1 point

Military associated - 1 point

SUBTOTAL:

IV. PERSONAL TRAITS (Maximum 7 points)

Physically active lifestyle - 1 point

Civic/professional organizations - 1 point

No drug history - 1 point

Accomplishments/awards/recognition - 1 point

Age: 30 - 32 - 1 point

28 - 29 - 2 points

19 - 28 - 3 points

SUBTOTAL:

TOTAL POINTS:

NOTE: Current competitive candidates are scoring in the 14 - 23 point range utilizing these criteria.