Defense Civilian Intelligence Personnel System (DCIPS)

Overview and Comparison with Competitive Service

The Defense Civilian Intelligence Personnel System (DCIPS) is a Statutory Excepted Service Personnel System, authorized by title 10 USC, section 1601, for the Intelligence Community (IC) which includes DoD IC Agencies and the Intelligence Components within the Army, Navy, Air Force, and Marine Corps. Policy oversight and direction is exercised by the Office of the Secretary of Defense (OSD), not the Office of Personnel Management (OPM).

DCIPS, formerly known in the Military Departments as the Civilian Intelligence Personnel Management System (CIPMS), is jointly managed within Army by the HQDA Office of the Deputy Chief of Staff for Personnel (ODCS, G-1) and the Office of the Deputy Chief of Staff for Intelligence (ODCS, G-2). Existing CIPMS policies and system flexibilities will continue to apply until such time as they are replaced by DoD DCIPS regulations and related guidance, which will occur incrementally. Until all references can be updated the terms CIPMS and DCIPS will be used interchangeably.

DCIPS co-exists with title 5 in the Military Departments, it is common practice within the system to use title 5 issuances for "guidance" in the absence of separate title 10 system policy. For this reason, many DCIPS policies and practices are not "subject to" but "consistent with" title 5 regulations (See 690-13, Chapter 1 paragraph 1-1).

Approximately 4,600 Army DCIPS personnel are dispersed throughout most major commands. There are many similarities between DCIPS and the competitive service but also some important differences as listed below by human resources management functional area. See references and related topics sections below for additional information.

Position Management and Classification

  • Separate classification system exempt from the Classification Act of 1949.
  • "Grade bands", "career paths", and "Dual progression career tracks" to streamline and simplify management and administration of personnel actions.
  • Five-factor CIPMS Primary Grading Standard (PGS) used to classify GG (Grades Similar To General Schedule) and Senior Executive/Expert positions, with supplementation as required.
  • Army Occupational Guides (AOGs) supplement the PGS for classification of intelligence and related work.
  • For positions not covered by a specific AOG, the PGS is used for format and grade level determinations, with reference to OPM classification standards for title, series, and occupational information.
  • Interpolation allows adjustment of classification factor point values to refine grade level determinations.
  • DCIPS Federal Wage System (FWS) positions are classified and formatted using OPM standards to determine title, series, and grade.
  • HQDA, Office of the Deputy Chief of Staff for Intelligence (ODCS, G-2) serves as the final adjudication authority for Army DCIPS classification appeals.

Recruitment / Staffing / Downsizing

  • The Defense Civilian Intelligence Personnel System (DCIPS) Personnel Interchange Agreement expired on 30 September 2010 and was not renewed. DCIPS employees are no longer eligible for non-competitive movement between DCIPS and competitive service position based solely on their service in a DCIPS position. Employees may still move between DCIPS and competitive service under competitive procedures or through other non-competitive eligibilities (if applicable).
  • Direct-to-public access (external recruitment).
  • Separate DCIPS Merit Promotion/Placement plan required to document features and flexibilities applicable to DCIPS servicing. CIPMS Model Placement Plan- CIPMS Memo No.5
  • Simplified application of veteran’s preference in the hiring process.
  • Use of title 5 and DCIPS-specific recruitment incentives as needed for hiring and relocation of personnel.
  • Waiver authority for employment of retired military within 180 days of retirement has been re-delegated from ODCS, G-2 to the MACOMs. The requirement for a waiver, however, has been suspended during the current National Emergency.
  • CIPMS qualification standards for Intelligence (0132) and Security (0080) positions that are applicable to the now DCIPS positions.
  • No "Time-In-Grade" restrictions, rather quality of experience.
  • Non-competitive "Grade Band Promotion" flexibility.
  • Probationary period for new supervisors and managers not applicable to DCIPS.
  • Management right to select properly referred candidates - to include Army career program employees - from any source.
  • Simplified Reduction-in-Force featuring one round of competition and aggressive outplacement efforts.
  • Eligibility for VERA and VSIP.
  • Eligibility for the DoD Priority Placement Program for competitive and excepted service positions. Skill codes recognizing intelligence-related skill requirements.

DCIPS Senior Programs

  • Defense Intelligence Senior Executive Service (DISES) for executives, equivalent to SES.
  • Defense Senior Intelligence Level (DISL) program for non-supervisory senior technical experts. OSD oversight and allocation control for both programs.

Training and Career Management

  • Career Program 35 for DCIPS careerists in Intelligence and related positions.
  • Eligibility for registration in all Army career programs based on assigned positions and personal qualifications, with associated Army Civilian Training, Education, and Development System (ACTEDS) support.
  • Eligibility for Intelligence Community and DoD professionalization programs, to include: the Defense Leadership and Management Program (DLAMP), Intelligence Community Officer (ICO) designation, Intelligence Community Assignment Program (ICAP), and ICO Training Program.

Labor and Performance Management/Grievances and Appeals

  • No Unions - DCIPS positions and employees are excluded from coverage in recognized labor bargaining units. Refer to 5 USC 7112(b)(6) and EO 12171.
  • Performance recognition incentives include Exemplary Performance Award.
  • Access to Intelligence Community Honorary Awards and recognition.
  • Full grievance rights through DoD Administrative Grievance System; modified appeal rights to MSPB (primarily veterans’ preference eligibles).
  • Title 10 Special Termination Authority when other procedures and authorities cannot be used due to National Security concerns.

Personnel Automated System Support

  • The Defense Civilian Personnel Data System (DCPDS) and associated automated staffing tools are used by operating personnel servicing organizations to process DCIPS personnel actions. DCIPS personnel actions will continue to be processed in DCPDS.
  • 10 USC 1601 is the primary authority for DCIPS personnel actions with secondary citations for DCIPS-unique natures of action.
  • DCPDS; Army Business Process Maps, Vacancy Announcement Builder (VAB), and RESUMIX have been augmented to accommodate DCIPS.
  • FASCLASS is the primary source to search for properly classified DCIPS positions.

Centralized Human Resource Servicing

  • Most major commands volunteered for centralized human resource servicing of their DCIPS population.
  • The West Region (Ft Huachuca CPAC) contains dedicated HR teams to provide HR services.
  • 94% of CONUS DCIPS population serviced from the West.

Content last reviewed: 1/28/2005-YYW

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This page was last revised: 7/5/2011