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Air Force Mass Transit Benefit Program

The Air Force Element Personnel Branch provides support to the Commander Support Staff and Management Level to Air Force personnel assigned to the Defense Intelligence Agency. In an effort to provide comprehensive customer service to Airmen working in support of DIA, the Personnel Branch liaises with Headquarters Air Force Personnel Center, Headquarters Air Force District of Washington, Senior Leader Management Office, multiple Military Personnel Support offices around the world, and other base and MAJCOM support agencies. Airmen can view and apply to fill vacant active duty Air Force positions through the Assignment Management System (AMS). These enlisted vacancies are advertised on AMS monthly. Officers can apply for a DIA position during any of the three annual Vulnerable Movers List cycles.For more any further information, please contact the Military Resources Operations Center at 202-231-6762. Navy Attaché AffairsChief of Naval OperationsNavy Attaché Affairs represents the Director of Naval Intelligence in the Defense Attaché System (DAS) nomination process and ensures only the most qualified candidates are selected to represent the United States Navy to foreign governments. Navy Personnel Command (NPC) detailers initially screen personnel and send applications to Attaché Affairs for final interviews or screening.

Attaché Affairs receives application packages for officers to serve as Senior Defense Officials/Defense Attachés (SDO/DATT), Naval Attachés (ALUSNA), Assistant Naval Attachés (A/ALUSNA), or Operations Coordinators (OPSCO). Attaché Affairs also receives enlisted application packages for some OPSCO and all Operations Assistant (OPSASST) positions for interviews/screening. Attaché Affairs provides lifeline support to all Navy Attachés and Sailors in the DAS and acts as a service level liaison to SECDEF, Joint Staff, OPNAV, DIA, and NPC.Detailed information on Navy Attaché opportunities is provided the NPC Website:NPC Customer Service CenterCOMM: 1-866-827-5672DSN 882-5672. DIA’s number one resource is its people, and the Agency has many benefits and programs in place to support a healthy work/life balance for its officers. As an officer at DIA, you have the opportunity to see the world through many lenses. You can:. Deploy to a conflict zone and provide direct support to the warfighter.

Continue your education and provide direct support to the warfighter. Obtain professional development throughout your career with the Officer Development Program. Build valuable relationships through the mentorship program.

Mtbp Enrollment

Take on a rotational assignment and experience a different job at DIA or outside the Intelligence Community (IC). Work for another agency in the IC through a Joint Duty Assignment. DIA operates in more than 140 facilities around the world.

Our Analysis Officers are stationed at a wide array of locations, including:. National Capital Region: Washington, DC; Reston, VA; Quantico, VA– DIA HQ, Integrated Intelligence Centers, Directorate for Science and Technology, Office of Counterintelligence, Directorate for Analysis, DoD Joint Staff (J2). Frederick, MD – Directorate for Analysis.

Odenton, MD – U.S. Cyber Command. Charlottesville, VA – Directorate for Analysis. Miami, FL– U.S. Southern Command.

Tampa, FL – U.S. Central Command, U.S. Special Operations Command. Huntsville, AL – Directorate for Analysis. Belleville, IL – U.S. Transportation Command. Omaha, NE – U.S.

Air Force Mass Transit Benefit Program 2019

Strategic Command. Colorado Springs, CO – U.S. Northern Command.

Air Force Mass Transit Benefit Program

Air Force Mass Transit Benefit Program Limit

Honolulu, HI – U.S. Pacific Command. Molesworth, United Kingdom – U.S. Africa Command, U.S. European Command.

Stuttgart, Germany – U.S. Africa Command, U.S. European Command. Seoul, South Korea – U.S. Forces Korea. DIA believes in strengthening national security by growing a workforce of diverse perspectives, developing officers to have the attributes and abilities to meet today’s requirements and tomorrow’s challenges, and engaging every officer in mission accomplishment to enhance all-source intelligence operations around the globe.A diverse workforce is critical to improving and maintaining a competitive advantage.

Focusing on diversity and looking for ways to achieve an inclusive environment is not just a “nice to have” objective; it makes good sense. Diversity improves the quality of DIA’s workforce and offers a higher return on investment in human capital. DIA’s future depends on the quality of employees we recruit today.DIA’s success depends on the skills of its diverse workforce and a shared commitment to executing the Defense Intelligence mission. The agency believes that every member of the workforce must have an equal opportunity to excel in their career through improved training, mentoring, and access to challenging work opportunities. DIA also recognizes that a richly diverse workforce with a broad range of skills, capabilities, and perspectives is only achieved through thoughtful recruitment, development and retention activities. Discrimination of any kind – based on race, color, religion, sex, national origin, age, disability (physical or mental), and/or sexual orientation – is prohibited.DIA’s senior leaders are expected to take an active role in creating and sustaining a non-hostile-discriminatory environment. Each officer is important to our mission, and we stand in unity as we face the challenges of protecting our freedoms.DIA is committed to establishing and maintaining a productive work environment based on inclusion, equality, team building, and the efficient use of employees’ experiences, perspectives and talents.Following is an overview of agency diversity policies.

On January 3, 2017, The Equal Employment Opportunity Commission (EEOC) issued a final ruling amending the regulations implementing Section 501 of the Rehabilitation Act of 1973. The amended regulations require federal agencies, as an affirmative obligation, to provide Personal Assistance Services (PAS), absent undue hardship, to individuals who need them because of their targeted disability, such as Traumatic Brain Injury and paralysis. PAS provides assistance with performing activities of daily living that individuals would typically perform if they did not have a disability, such as eating and using the restroom. Agencies are only required to provide PAS when the individual is working or on work-related travel. Employees requesting PAS shall notify their supervisor and/or the Equal Opportunity and Diversity Office, Reasonable Accommodation team @ 202-231-8178 to initiate the process. Special Emphasis Programs are an integral part of the DIA Equal Opportunity Program. The programs ensure that Federal agencies take affirmative steps to provide equal opportunity to women, minorities, and people with disabilities in all areas of employment. They focus special attention on groups that historically have been conspicuously absent or underrepresented in a specific occupational category or grade level in the Agency's workforce.

DIA’s Special Emphasis Programs include: Asian American and Pacific Islander Program; African American Program; Federal Women’s Program; Hispanic Empowerment Program; Lesbian, Gay, Bisexual, Transgender Employment Program; Native American Program; and People with Disabilities Program.