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
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Past Commanders
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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:
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Be a full- time college student, completing at least 12 semester hours per
semester
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Have a grade point average of 2.5 or higher
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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!!!
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