1: People
To build and maintain a diverse work force that is second to none in its analytic discipline, regional and technical expertise,
collection mastery, intellectual rigor, communications skills and knowledge of consumers' needs.
Other Information:
Desired Outcomes: FY 2005 -Joint and Community-wide training and education programs in language, analytic trade-craft, management,
and collection disciplines: National Intelligence Academy. -Acquire designated training positions to allow ten percent of
analysts to be in training or developmental assignments at any given time. -Community database cataloging analytic skills
and capabilities across the IC is in place and maintained. -A systematic, empirical methodology in place to determine current
and future analytic resource requirements. -Staffing goals established that include "bench strength" to ensure opportunities
for training and development. -Coordinated, coherent, needs-based analytic career development system in place at each organization.
-Analytic work force routinely participates in professionally enhancing rotational assignments. -Flexible recruitment policies
established. -Expert analyst corps established across agencies to permit promotion to executive positions. -Metrics embedded
in training to capture improvement and determine return on investment. -Established goals or defined measures of success in
place with regard to work force diversity. FY 2010 -Robust IC training program for managers and analysts in National Intelligence
Academy. -Tiered staffing system in place for depth and breadth. -Management uses IC skills database to match peoples' skills,
knowledge, and expertise to meet priorities, identify gaps, determine hiring/recruitment requirements and training curricula.
-Substantial rotational opportunities in place for analysts to serve in government, industry, academia, and overseas. -Clear
management accountability for analytic career development. -Analytic training and education requirements drive program development.
Objective(s):
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