AIA Vision and Mission
Air Intelligence Agency

Our Vision

The Air Force leader in integrating and conducting information operations that shape the international security environment and, when necessary, the battlespace.
Securing and maintaining information dominance for the decision maker ... from the individual warfighter to the commander in chief.

Our Mission

The mission of AIA is to exploit and defend the information domain.
We are a versatile force of professionals teaming to deliver flexible collection, tailored air and space intelligence, weapons monitoring, and information warfare products and services.... anywhere, anytime.

 

We are an integral part of Global Presence.

 

"Freedom Through Vigilance

 

Links Click HERE

From the Commander

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Technology and Intelligence

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About the Agency

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National Air Intelligence Center

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Air Force Information Warfare Center

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497th Intelligence Group

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544th Intelligence Group

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Air Force Technical Applications Center

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Air Force Center for Cryptological Operations

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67th Intelligence Wing

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Cobra Ball

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Rivet Joint

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IW Battlelab

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Tactical Information Broadcast Service

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Air Force Computer Emergency Response Team

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Past Commanders

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AIA Civilian Personnel

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Demographics

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AIA Vision and Mission

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AIA Civilian Personnel


AIA'S CIVILIAN TEAM

Comprising over 18 percent of the total work force, Department of Defense civilians are an integral part of the Air Intelligence Agency team. These innovative and mission- oriented professionals strive for technical excellence in fields of work ranging from laborers and security clerks to scientists and engineers.

Working side- by- side with the military work force, civilians perform mission- critical functions such as collecting and analyzing intelligence information to include foreign aerospace intelligence, interfacing with peers in cabinet level agencies and international dignitaries, and even deploying to worldwide locations in support of contingency operations.

Civilians provide continuity and technical expertise in the rapidly advancing, highly technical field of information operations.

The Agency employs: More than 430 civilian engineers 330 intelligence specialists 140 scientists & mathematicians 130 computer specialists 900 support personnel in grades beginning at GS- 1 and WG- 2 Nine senior level positions above the grade of GS- 15

 

SUMMER INTERN PROGRAM

AIA is now testing the Summer Intern Program to expose college students to information operations and the intelligence community, thus interesting them in a public service career after graduation. It encourages public service that is personally and professionally rewarding, and strengthens the awareness that our Air Force is the best in the world through a first- hand work experience. To qualify for the Summer Intern Program, an individual must:

 

Be a full- time college student, completing at least 12 semester hours per semester

 

Have a grade point average of 2.5 or higher

 

Have U. S. citizenship and have the ability to obtain a Top Secret clearance

The employee must also follow the drug testing policy and may be hired at grade GS- 2 to GS- 5, ranging from high school to college graduate in skills such as computer, intelligence and engineering.

Mingled in with their work and training experience, the summer interns are provided mission orientation and other operational briefings, along with cross- feed sessions with the program manager. This gives them an opportunity to get a first-hand look at the intelligence community "behind- the- scenes." Because of the success of this first summer expo-sure, there are plans to enlarge the program in 1998.

A great deal of the credit for the program's success goes to commanders, headquarters directors and first-line supervisors for providing interesting, meaningful work and guidance to these new employees.

 

Summer and Student Employment Programs

Another way to acquaint prospective applicants with AIA is through our summer and student employment programs.

Student employees are normally college students enrolled in accredited schools who work part- time while attending college and full- time during the summer and holiday breaks generally performing clerical and other routine office duties. Summer employment is open to all applicants and offers a variety of office and laborer- type work from May through September. It provides a needed supplement when many of our permanent employees are taking their vacations.

Changing missions within AIA has resulted in a high demand for specific professional skills such as electronic engineers and computer scientists.

To meet this constantly growing demand, AIA has increased its allocation for intern positions. Job fairs, college and university recruiting visits are used to acquaint college students with AIA and its role in national security. Flexible compensation authorities are used to further attract and hire these applicants. Selected graduates are assigned to centrally funded positions and normally enter the work force as a GS- 5 or GS- 7, progress through GS- 9 and achieve the target grade of GS- 11 or GS-12 while satisfactorily completing a three- year formal training plan. After training, the intern's organization provides one of its funded billets and the centrally funded billet is used to hire another intern.

The intern program has enjoyed a high degree of success for nearly 20 years by allowing the agency to grow its own professional staff. Though hiring is done by the San Antonio, Texas, office, interns are also placed in positions at Wright- Patterson Air Force Base and Patrick Air Force Base.

 

Civilian Career Management Program

Another on- going initiative is our Civilian Career Management Program established in 1994. The program is designed to prepare high- potential employees for key managerial and leadership positions, create a pool of

well- qualified employees with diversified skills and experience and enhance the quality and broaden the experience of the civilian work force.

The CCMP is managed by a 10- member Career Management Board who are responsible for evaluating and recommending candidates for entry into the program, identifying career development job assignments and nominating employees to Head-quarters U. S. Air Force for long- term training. Assignment opportunities in the CCMP span AIA organizational lines and include designated positions at grades GS- 13 through GS- 15. Occupations include the Intelligence Specialist, Computer Specialist, Management/ Program Analyst, Engineering, Physical Science, Operations Research Analyst, Mathematician, Computer

Science and other multidisciplinary positions. Participants may serve one or two, three- year CCMP assignments and are then reintegrated into the work force. They must sign a geographic mobility agreement as a condition for entry into the program. The Civilian Personnel Division developed AIA's Human Resources Development Guide. An agency team with civilian and military representatives from all major units was formed to ensure agency involvement and buy- in. In its final stage before distribution to the field, this product serves as a blueprint to guide commanders and supervisors at all levels in man-aging human resources, including a formal mentoring program. This tool is designed to help build human resource goals, objectives and metrics during the strategic planning process. The guide has five simple goals: determine requirements, recruit and hire to match requirements, develop the work force to meet requirements, use resources effectively and take care of the work force. These goals should prompt organizations to develop objectives designed to accomplish each goal within their own unique setting. The addendum to the guide provides our headquarters objectives, or those initiatives with agency- wide impact. One of these initiatives is to establish an agency- wide mentoring program for employees not covered by Air Force PD 36- 34 or Air Force Instruction 36- 3401. The guide is used to build unit- specific strategic plans to ensure units are doing their part to help shape a work force which we can say is the leader in executing information operations. New initiatives are always on the horizon in the Personnel or Human Resources world, especially in this era of downsizing or rightsizing.

A Side Note by Don Levesque

It seems that according to AIA and the Heritage Center at Maxwell AFB that the 6901st Spec Comm Gp was not really a USAFSS unit, but only attached and belonged to AFCC.  This reasoning was based on the name (Special Communications Center).  Even after I pointed out to the historian that AFCC didn't exist in the same period as the 01st, that fact only served to confuse them.  They even tried to tell me that the 01st became the AFEWC.  In reality a part of the USAFSS Special Communications Center was carved out to form the AFEWC and this took place after the 01st had ceased to exist.  Bottom line - according to AIA History Office the unit never existed as a USAFSS unit and even then not at Zweibrucken

Guess we never existed guys!!!