Initial employment with DIA is subject to:

1. Completion of a satisfactory personnel special security background investigation or reinvestigation to ensure compliance with the Agency's special employment criteria. This investigation will include verification of experience, education and personal history to ensure an applicant is eligible for access to sensitive compartmented information by meeting the following criteria:

• The applicant’s character, conduct and discretion must be above reproach, and he/she must have unquestioned loyalty to the United States.
• The applicant must be a U.S. citizen.

2. Any required medical examination.

3. Personal interviews.

4. Any required counterintelligence-scope polygraph examination.

5. Satisfactory completion of a urinalysis test to screen for illegal drug use. Applicants who refuse to be tested shall not be extended an offer of employment. In the event a positive test result is obtained, applicants will have the opportunity to submit medical documentation that may support a legitimate use for a specific drug or substance. Such information will be reviewed only by the medical review officer to determine whether the applicant is legitimately using an otherwise illegal drug. Applicants who fail to substantiate the legitimate use of a specific drug or substance shall not be extended an offer of employment.

6. Other procedures that are deemed necessary to assure that the Agency's security, suitability and overall qualifications standards are met.

All statements and claims made in employment applications and security forms are subject to investigative verification. Adverse information developed or intentional/unintentional misstatement/withholding of significant adverse information during personnel and clearance processing may preclude employment.

Employment may be denied as a result of information of which the applicant is genuinely unaware or, perhaps, by an assessment that an applicant does not meet the Agency's overall employment criteria. A negative employment determination by the Agency is final, and normally no specific reasons regarding non-selection will be made. Employment with DIA is not a right upon which an applicant can insist. Offers of employment are made ONLY by the Civilian Operations, DIA's civilian personnel office.

Employees must participate in the DoD Direct Deposit/Electronic Fund Transfer of Pay program. This payment method deposits net pay directly into the employee's account of choice at their designated financial institution. DD/EFT enrollment is required within the first five days of employment for all new DoD employees, including those previously employed by DoD.

Employment with DIA is restricted to an appointment in the Excepted Service under 10 U.S.C. 1601, 1606, or 1607. Federal employees currently serving in the Competitive Service will voluntarily leave the Competitive Service by accepting employment with DIA.

Continued employment with DIA is subject to:

1.   Security:

• Although individuals may be conditionally appointed prior to completion or updating of a full personal history background investigation, continued employment with the Agency is contingent upon satisfactory completion of an investigation, the results of which fully meet the Agency's special employment criteria. All employees are subject to the satisfactory completion of periodic reinvestigations, and continued behavior/conduct in conformity with applicable national, DoD and DIA directives. Any unfavorable information developed during an investigation or other official inquiry may result in termination in accordance with established procedures.
• Employees must keep the DIA Office of Security and Counterintelligence apprised of:
  • Any significant changes in personal status that could affect their eligibility for access to SCI.
  • Any travel to a foreign country. Employees must report all foreign travel, official and unofficial, in advance of the travel and agree to forego personal unofficial foreign travel when it is deemed by Agency approving authorities to constitute a hazard to national security.
  • Continuing contact with citizens of a foreign country.
  • Any arrest or court actions other than minor traffic violations.
  • Any change in marital status. If, following employment, an employee marries (or cohabits with) a foreign national, termination of employment may be effected.
  • Any bankruptcy, judgment, garnishment, lien or other significant financial difficulties.
  • Any attempt by unauthorized persons to solicit classified information.
  • Any prolonged emotional or mental health treatment, or treatment for substance abuse.

2.   Disclosure of Information: All employees are required to sign an agreement not to disclose, in any fashion, classified information to unauthorized persons. An agreement is also required to authorize Agency pre-publication review of certain material prior to disclosure during and after employment with DIA.

3.   Drug Testing: All DIA employees are subject to random drug testing. Employees who refuse to be tested when so required, refuse to fully participate in all requirements of the urinalysis, are found to use illegal drugs, or are found to have adulterated their urine sample will be subject to the full range of disciplinary action, including removal.

4.   Polygraph Testing: Employees may be subject to initial and a periodic counterintelligence-scope polygraph testing.

5.   Trial Period: All employees newly appointed to DIA are required to serve a two-year probationary period, with the following exceptions: (a) employees serving on temporary appointments; however, should an employee be converted to an appointment without time limitation, a trial period is required beginning with the date of appointment conversion; (b) former DIA employees who have satisfactorily completed a one-year trial period and who are rehired within six months of their date of separation or who are exercising statutory or administrative reemployment rights with DIA. During the trial period, the employee’s background, suitability and performance will be evaluated to determine fitness for continued employment with the Agency.

6.   Duty Assignment and Work Station: All employees are subject, with limited or no advanced notice, to reassignment or detail to another position in DIA for which they are qualified; and/or assignment to designated DIA work sites. Further, employees may be required to serve anywhere in the world to meet the needs of the Agency as determined by the DIA director.

7.   Duty Hours: All employees are subject to remaining available on a 24-hour basis for recall to duty, to work regular and irregular overtime, and to work uncommon tours of duty when required.

8.   Reasonable Accommodations: DIA encourages applicants with disabilities to apply for positions at the Agency, and will provide reasonable accommodations upon request on a case-by-case basis. Applicants in need of a reasonable accommodation during any part of the application and/or hiring process should notify the personnel representative identified on the vacancy announcement.

9.   Veterans' Preference: Applicants who claim veterans' preference must clearly identify their claim on their application or resume. Applicants claiming 5-point veterans' preference must submit a copy of their DD-214, Certificate of Release or Discharge from Active Duty, or other documentation that supports their claim. Applicants claiming 10-point veterans' preference must submit a DD-214 and Standard Form 15, Application for 10-Point Preference, as well as the required documentation indicated on the form. Lack of supporting documentation will result in the Agency's inability to recognize veteran status for the announcement to which the individual is applying.