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Proponent notes.

A number of things have been happening during the summer to include Chief of Staff, U.S. Army (CSA) approval of the majority of recommendations presented in both the Army Development System XXI (ADSXXI) and Army Training and Leadership Development Panel (ATLDP) Warrant Officer Study. The MI Corps has had some selective relief from the continuing "stop loss." By the time you receive this copy of the Military Intelligence Professional Bulletin (MIPB), much more detailed information on the Army's exit strategy should be available. Check either the U.S. Total Army Personnel Command (PERSCOM) Online or Army Knowledge Online web page for the latest information. Another item of note is that because of a recent change to the fiscal year 2002 (FY 02) Defense Authorization Act, Title 10, Armed Forces, has changed to allow the Services to promote officers through October 2005 to the ranks of first lieutenant (1 LT) and captain (CPT) after 18 months time in grade (TIG). Consequently, beginning in October 2002, Army Compe titive Category (ACC) officers' "pin-on" time to CPT will decrease from 42 months to approximately 38 months time in service (TIS). This will gradually accelerate promotions next year and should be complete by August 2003.

Enlisted Actions

Career Map Guidance. Since this issue is about "visualizing," I thought it might be useful to share some thoughts with you about how MI soldiers can see and plan the road ahead for a successful career. One of the major responsibilities of the Office of the Chief, Military Intelligence (OCMI) Sergeant Major (SGM) is to oversee career development guidance for our MI soldiers. The career maps published for each of our military occupational specialties (MOSs) are one of the tools used for this purpose; surprisingly, many of our soldiers (young and old) are not aware that this guidance exists. Even more surprising is that many of our soldiers are often not knowledgeable of the types of programs, courses, and methods for obtaining training that are readily available. As MI moves into the future, skills will become more technical, courses more demanding, and promotions more competitive. With that reality in mind, it is essential for our future leaders and soldiers to stay a step ahead in the areas of leadership and professional development--your career map can help you do that.

Career maps contain several separate sections including institutional training, MOS-related courses, career management field (CMF)-related courses, additional skill identifier (ASI) courses, duty assignments, CMF-related special programs, and for some MOSs, language-related courses. They will serve as general roadmaps for you as you progress in your careers.

As the Proponent SGM, I encourage all leaders and soldiers to become familiar with their career maps and use them when developing their short- and long-term goals. Ultimately, the responsibility for career development lies in your hands. Read your career map, ask questions about what is available for you, step out of your comfort zone and look toward what you will truly need to be successful in today's and tomorrow's Army. Your MI career map is on the QCMI web page at

Upcoming NCO Boards. The 2002 SGM/Command Sergeant Major (CSM) Selection Board will meet in October 2002.

As always, if you have questions on career maps, courses, impact of assignments, any of the programs recommended, as well as any other enlisted actions, feel free to contact me. You can reach me via E-mail at and by telephone at (520) 533-1174 or DSN 821-1174.

Warrant Officer Actions

Counterintelligence (CI )Technician (351B) and Human Intelligence (HUMINT) Collection Technician (351E). Both of these career fields (CFs) are critically short of personnel. While there are a number of reasons for this shortage, the most significant factor continues to be the excessive force-structure requirements. Currently, 351B has a ratio of warrant officer (WO) slots to 97B (CI Agent) enlisted members slots of only 1:3. MOS 351E likewise has a ratio of only 1:4 to 97E (HUMINT Collector). This is counting all enlisted soldiers' slots, not just noncommissioned officer (NCO) positions. The bottom line is that neither of these MOSs can ever hope to achieve ideal ratios with their current force-structure ratios. Experience has taught us that to maintain a healthy WO cohort, a minimum ratio of WO to enlisted members of 1:8 is necessary and 1:10 is desirable. Quite simply, due to this force-structure imbalance, there are not enough NCOs in either of these two MOSs to fill existing WO slots while maintaining a s trong NCO cadre.

Consequently, the Futures Development Integration Center (FDIC), U.S. Army Intelligence Center, is conducting a CI and HUMINT Integrated Concept Team (ICT) to address these two disciplines specifically, their mission in the Army, and to find ways to correct this force-structure imbalance. Once FDIC has completed its work and the Army has implemented the ICT's recommendations, it will likely take another three to five years for the CI and HUMINT WO force to get "healthy" again.

In the meantime, we continue to accept applications for 351E from 98G (Cryptologic Linguist) applicants on a "will train" basis in addition to 97E soldiers. The OCMI appreciates your help, cooperation, and patience in supporting these endeavors.

350U Tactical Unmanned Aerial Vehicle (TUAV) Operations Technician. This is the newest MOS in the Army; it is an exciting field with a bright future that is receiving lots of attention. We have now graduated our first 350U WOs and sent them to the field. While we currently have accessed enough 350U WOs to fill Army requirements through FY 03, we need to access additional 96U soldiers into the force now to fill the 350U requirements for FY 04. MI needs them immediately so that their training will be complete by the time their TUAV units stand up. Due to the limited number of 96U soldiers in the inventory and the high demand to increase those numbers rapidly, we are also accepting 350U applications from grounded junior aviation WOs on a "will train" basis. Any aviation WO accepted will attend the 7-week MI WOBC, the 23-week 96U Course, and the 6-week 350U Certification Course. We are only accepting experienced warrant officers one (WO1s) and junior chief warrant officers two (CW2s).

The point of contact (POC) for all warrant officer actions is Chief Warrant Officer of the MI Corps, Lon Castleton. You can reach him via E-mail at and telephonically at (520) 533-1183 or DSN 821-1183.

Officer Actions

Changes to Officer Professional Development. The Army last published Department of Army (DA) Pamphlet (PAM) 600-3, Commissioned Officer Development and Career Management, on 1 October 1998; it needs revision in response to changes made under the Officer Personnel Management System 3 (formerly OPMS XXI). To date OCMI has submitted a number of changes to the pamphlet in an attempt to capture the changing Army environment. Of special interest to most will be the clarification of what it takes to become Branch-qualified as an MI officer. Currently, DA PAM 600-3 is very broad in its guidance and requires only that an MI officer serve in an appropriate intelligence officer position to be fully Branch-qualified. While true, that misses the point and the requirement for MI officers to seek both leadership and technical developmental assignments. The proposed changes should rectify that situation.

Branch Qualification for MI Captains. In addition to successfully completing the required schooling of the Military Intelligence Captains Career Course (MICCC) and the Military Intelligence Officer Transition Course (MIOTC) (for Branch-detail officers), the MI officer must meet two criteria. The candidate must have successfully commanded a company or detachment for at least 12 months, and have served at least 12 months as a battalion S2, assistant brigade S2, or intelligence staff officer at any echelon.

Branch Qualification for MI Majors. In addition to the Army-required schooling, the MI officers must have served as executive officers or S3s of any battalion or as division analysis and control element (ACE) chiefs for at least 12 months, and they must have served as brigade S2s or intelligence officers at any echelon for at least 18 months.

Intelligence support to warfighters is a demanding business and intelligence officers need to experience as much as they can to ensure continued professional growth. Ultimately, this is not about promotion statistics; rather it is about building the necessary warfighting competence within our officer corps. The changes simply codify what we have all known for years: successful intelligence professionals have always sought out and held both leadership and technical assignments to develop and maintain their professional proficiency.

Upcoming Officer Selection Boards. The Lieutenant Colonels CSA (Chief of Staff, Army) Command Board will meet tentatively 15 through 18 October 2002. The Captains Army Category Board will tentatively meet 5-15 November 2002, and the Brigadier General Army Board will tentatively meet 13-22 November 2002. Remember, it is essential that you have an up-to-date photo in your files and that your officer record brief reflects you accurately -- do not wait until the last minute.

The POC for officers and civilians is Ms. Charlotte Borghardt. Readers can reach her through E-mail at and by telephone at (520) 533-1188 or DSN 821-1188.

Lieutenant Colonel Eric Fatzinger is the Director, Office of the Chief, Military Intelligence (OCMI). Readers may contact him via E-mail at, Robert C. White, Jr. (Colonel, U.S. Army, Retired) is the Deputy OCMI. You can reach him via E-mail at Readers may access the OCMI website through the Intelligence Center homepage at and then linking to OCMI with the Training/MI Professionals button. You will be able to find information on issues ranging from enlisted career field overviews to officer, warrant officer, and civilian updates.
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Article Details
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Author:Lieutenant Colonel Fatzinger, Eric W.
Publication:Military Intelligence Professional Bulletin
Date:Oct 1, 2002
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