Previous Job
Senior Manpower Analyst III
Ref No.: 18-04084
Location: Washington,DC, District of Columbia
Position Type:Direct Placement
Experience Level: 10 Years
Start Date: 08/16/2018
10 years' experience in the following:
  • Demonstrated expert knowledge of Client and Readiness processes within DoD.
  • Demonstrated expert understanding of the doctrine, organization, training, materiel, leadership and education, personnel, facilities, and policy (DOTMLPF-P) framework.
  • Demonstrated expert knowledge of process for DoD Client Requests.
  • Demonstrated experience preparing assessment reports and/or study findings.
  • Bachelor's Degree from an accredited college or university required, Master's Degree from an accredited college or university is preferred.
  • Active TS/SCI Security Clearance is required.
The Contractor shall conduct a study of the DoD HUMINT Enterprise Force Readiness procedures. The Contractor study team shall provide its subject matter expertise, analysis, and recommendations as part of a larger DoD Integrated Concept team that consists of action officers and Senior Executives from OSD, the JS, and the Services.
  • This study shall include interviews with Senior Leaders who have managed HUMINT operations, have developed HUMINT force projections for CCMDs, CSAs and Services, and are intimately familiar with all elements of Government Furnished Material (GFM)to include policies and procedures associated with: force assignment and force apportionment (through SEC DEF "Force For " memo and GFMIG); force allocation (through GFMAP), and the JFSA process.
  • The study shall include a survey of CSA and CCMD HUMINT Client requesting procedures, Service and CSA HUMINT Client development procedures, and Chairman of the Joint Chiefs of Staff (CJCS) procedures used by Joint Staff directorates to recommend the allocation of HUMINT Client in response to CCMD rotational and emergent force requests.
  • This study will use this information to examine current DoD HUMINT force size/structure and HUMINT policy in order to define common DoD HUMINT lexicon and standards for HUMINT-related force postures and Common Operating Pictures (COPs) across CCMDs, CSAs and the Services. The intent of this study isto determine if the Department of Defense (DoD) is adequately managing the development and employment of DoD HUMINT Client through the following means:
  • Determining the current organization and process for determining DoD HUMINT Force Client Readiness.
  • Providing a comparison of pre-911 HUMINT Force Structure and Client requests with today's HUMINT force structure and Client requests.
  • Providing a depiction of HUMINT Client permanently assigned to CCDRs, their requests for allocation of HUMINT capacity, CCDR requests that were-closed without full sourcing, and the reasons CSAs and Services cited for sourcing shortfalls.
  • Identifying how the National Defense Strategy (NDS) Force Structure Guidance will change HUMINT Client requirements.
  • Reviewing CCMD, CSAs and Service data holdings pertinent to HUMINT Client resourcing.
  • Interviewing the Services to elicit feedback on the effect of shifting HUMINT personnel to satiate HUMINT GFMAP requirements.
  • Determining all legal, policy, and mission implications of considering National Intelligence Program (NIP)-funded HUMINT resources within the DIA, as being part of the total DoD force pool subject to SEC DEF allocation decisions.
  • Comparing five-year CCMD HUMINT Client requirements for impact on current HUMINT force readiness models.
  • Providing recommendations on how to define-what qualifies an individual within HUMINT Client with respect to training requirements to satiate CCMD HUMINT Client requests and measure HUMINT Client readiness as a dependency on demonstrating these HUMINT discipline qualifications across the DoD enterprise.
  • Providing recommendations for how to size and manage DoD HUMINT Client for readiness reporting purposes.
  • Providing recommendations for a central repository of aggregated data available anywhere/anytime that allows for a HUMINT-related Global COP to be shared by DoD Components.
  • Conducting workforce survey of HUMINT professionals on retention issues.
The government estimates that the study will be broken out into four phases:
  • Phase 1: Team Formation -The Contractor shall formulate the study team, build a study management approach that outlines the key elements and timeline of the study, and coordinate with teammates, Government, and other offices, as well as other preparations, as required.
  • Phase 2: Data Collection -The study team shall conduct subject matter expert and stakeholder interviews and conduct a literature review to identify historical information as well as current OPLANS, CCMD force requests, Service accounting mechanisms, to establish a baseline of the state of current HUMINT Client requirements. A short questionnaire (20-30 key questions) will be provided by the Government and shall be used by the study team in order to collect all of the interview responses from Joint Staff, CCMDs, Services, and CSAs. Answers shall be correlated and analyzed by the study team.
  • Phase 3: Gap Analysis -The study team shall assess the state of doctrine, organization, training, materiel, leadership and education, personnel, facilities, and policy (DOTMLPF-P) to identify capability gaps and shortfalls associated with Joint Capability Area (JCA) (HUMINT), JCA 1.1 (Force Management), and JCA 1.2 (Force Preparation).
  • Phase 4: Review Findings -The Study Team will provide the Joint Staff J2X and the OUSD(I) the methodology and preliminary findings of the study at set intervals throughout the study period.
  • Phase 5: Final Presentation -A written report shall be provided with an executive summary of key findings. An executive level briefing shall be presented to the key stakeholders at the conclusion of the study.