Fronch
OCS 03-15 (IW)
Is there a master list that gets put out, or are recruiters just notified individually about their candidates?
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FY14 IDC DCO Boards
- Thread starter JasonB
- Start date
lost_in_asia
New Member
There is a list of selects and of non-selects that is sent to the NRDs and disseminated to the recruiters I believe..... I found out my package never made it to the last board since I failed to show up on either list last time.
IntelNinja
I get to make up my own? Hmm...
I submitted for this board. After three attempts, this is the first one that actually made it to Board.
Is NavyOffRec still in a position to find out if we are on the Select or Non-Select List(s)?
I'm trying to decide if I want to enjoy the weekend in nervous and anxious ignorant bliss or find out and either have a really good weekend or a rather crappy one.
And, I was quiet because I didn't want to jinx it. No one else was saying anything. I figured it was like not talking to a pitcher on the verge of a perfect game...don't talk about it...don't jinx. it.
Is NavyOffRec still in a position to find out if we are on the Select or Non-Select List(s)?
I'm trying to decide if I want to enjoy the weekend in nervous and anxious ignorant bliss or find out and either have a really good weekend or a rather crappy one.
And, I was quiet because I didn't want to jinx it. No one else was saying anything. I figured it was like not talking to a pitcher on the verge of a perfect game...don't talk about it...don't jinx. it.
Last edited:
exNavyOffRec
Well-Known Member
I stopped by a local office to look up some info today but the recruiter I know for whatever reason couldn't access the NRC webpage, but RUFiO181 has full access.
IntelNinja
I get to make up my own? Hmm...
See NavyOffRec's post above. RUFiO181 has full access and if you PM him, he might be able to help.
SEP 2013 IDC PR highlights -- use this information to understand what the board is looking for.
A professional review board consisting of ten 1805/1810/1815/1820/1825/1830/1835 officers reviewed 196 packages, of which 66 were selected.
The professional review board utilized a “best fit” approach when selecting candidates for the various Information Dominance Corps (IDC) designators. Based on this approach, a candidate may have been selected for a designator which was not the candidate’s primary community preference but the professional review board determined the presented skills were a better fit for the community for which they were ultimately selected. Particular emphasis was also given to the “whole person” concept as well as demonstrated success with respect to coursework in Science, Technology, Engineering, and Mathematics (STEM).
IW: Selected applications possessed the following general attributes: outstanding appraisals (military), letters of recommendation, type of degree (particularly STEM related)/level of education/GPA, Information Warfare/IDC-related job experience, security clearance eligibility, significant leadership experience and strong motivational/personal statement.
IP: Selected applications possessed the following general attributes: quantifiable leadership/supervision (military/civilian), advanced technical degrees (particularly STEM related), Information Technology/IDC-related work experience, technical certifications, security clearance eligibility, strong and well-written motivational statements, outstanding interviews and recommendations.
INTEL: Selected applications possessed the following general attributes: quantifiable leadership/supervision (military/civilian), education/performance (with emphasis on STEM-related coursework), intelligence/IDC-related/analytical work experience, security clearance eligibility, strong IDC OIC endorsements and panel interviews and well-written motivational statements.
OCEANO: Selected applications possessed the following general attributes: specific relevant Meteorology and Oceanography educational background and experience.
NON-SELECT: Non-selected applications possessed one or more of the following general attributes: Weak or ambiguous IDC OIC endorsement, incomplete packages including lack of supporting documentation, less than outstanding panel interviews, lack of quantifiable leadership, lack of demonstrated strong educational performance (with emphasis on STEM-related coursework), demonstrated poor writing skills and civilian or military employment/skill set not applicable.
Other:
The Professional Review noted a few applications did not meet minimum requirements as delineated in IDC Program Authorizations and other governing documents. Recruiters need to carefully scrutinize applicant packages for completeness, consistency and compliance.
The Deputy Chief of Naval Operations for Information Dominance has directed a 60-40% hard science versus social science targeted accession mix of all new IDC accessions. Recruiters shall make every reasonable attempt to submit future candidates with preferred major fields of study associated with the achievement of information dominance to include, but not limited to, Science, Technology, Engineering, and Mathematics (STEM).
A strong emphasis should be placed on the candidate’s post education/professional certifications and leadership qualities. Additionally, candidates should clearly explain any adverse areas in their application that may be presented by the various local boards, endorsements and enlisted evaluations for prior service candidates.
In such an incredibly competitive selection process, any unexplained or ambiguous issues were generally not favorably considered for “best fit” within the “whole person” concept.
All candidates must meet the Director of National Intelligence (DNI), Intelligence Community Directive (ICD) 704 eligibility standards for access to Sensitive Compartmented Information (SCI) and other controlled access program information. Being a U.S. citizen and a citizen of another country is not necessarily disqualifying. Associated risks to national security will be determined on a case-by- case basis. Refer to Intelligence Community Policy Guidance Number 704.2.
Applicants who have immediate family members or other persons who are non-U.S. citizens to whom the subject is bound by affection or obligation with low, medium, and high tier country associations require strict adherence to Navy ICD 704 implementing policy for the processing for SCI Access Eligibility.
Due to the heightened risk related to national security, the Community Manager shall determine commissioning policy exception guidance for applicants with medium and high tier country associations based on compelling need and intelligence risk assessment, established manning and mission needs.
Although enlisted professionals are a rich resource from which to develop future officers, candidates whose rates are not permanent or are completing their community’s initial training requirements should not apply until initial training requirements are completed.
IDC Packages should be tailored to communities within the IDC for which the candidate is best suited based on their education, skill set and occupational experience.
All selected prior service commissioned officers shall be commissioned at their last commissioned rank. Recruiters are instructed to reset time-in-grade clocks for any selectees that will be commissioned in the grade of O3 so as to not disadvantage or hinder the candidate’s future promotion opportunities.
Specifics regarding candidates’ scores or board deliberations will not be disclosed outside of the professional review membership. Candidates and recruiters are encouraged to consult with the local IDC Region OIC and OCEANO/IW/IP RC community leads referencing appropriate paragraphs of this document to determine how to proceed/improve candidates’ packages. The guiding documents for this PR were Program Authorizations 108A, 108B, 108C, and 108D. Candidates are discouraged from contacting the IDC (Active/Reserve) OCMs or professional review voting members and should request any information regarding the professional review process via their NRDs.
The next IDC DCO Professional Review will be held 17-20 March 2014. Interim guidance has been promulgated through CNRC PRODOCs checklist, CIDCRC DCO Recruiting SOP and SEP 2013 IDC DCO PR Precept. All IDC applicants require an IDC Reserve Region OIC endorsement or Commander, Naval Meteorology and Oceanography Command (CNMOC) Operational Support Officer (OSO) endorsement.
All professionally recommended enlisted IDC candidates currently mobilized or identified for mobilization shall be commissioned after demobilization, irrespective of the fiscal year. Additionally, those candidates who have not previously mobilized in their current rate or are outside dwell or deferment period shall be required to fulfill directed community mobilization requirements prior to commissioning.
--
Other critical resources:
Board history:
SEP09 (first FY10 board) - 174 applicants. Selected 57 INTEL. (Last INTEL-only board.)
MAR10 (second FY10 board) - 278 applicants. Selected 31 INTEL, 11 IW, 13 IP, 0 OCEANO. (First joint IDC board.)
SEP10 (first FY11 board) - 262 applicants. Selected 41 INTEL, 10 IW, 5 IP, 2 OCEANO.
MAR11 (second FY11 board) - 283 applicants. Selected 40 INTEL, 10 IW, 6 IP, 0 OCEANO.
SEP11 (first FY12 board) - 348 applicants. Selected 55 INTEL, 12 IW, 7 IP, 0 OCEANO.
MAR12 (second FY12 board) - 243 applicants. Selected 59 INTEL, 8 IW, 9 IP, 1 OCEANO.
SEP12 (first FY13 board) - 285 applicants. Selected 54 INTEL, 6 IW, 5 IP, 0 OCEANO.
MAR13 (second FY13 board) - 234 applicants. Selected 53 INTEL, 7 IW, 5 IP, 1 OCEANO.
SEP13 (first FY14 board) - 196 applicants. Selected 50 INTEL, 8 IW, 6 IP, 2 OCEANO.
MAR14 (second FY14 board) - 17-20MAR14.
A professional review board consisting of ten 1805/1810/1815/1820/1825/1830/1835 officers reviewed 196 packages, of which 66 were selected.
The professional review board utilized a “best fit” approach when selecting candidates for the various Information Dominance Corps (IDC) designators. Based on this approach, a candidate may have been selected for a designator which was not the candidate’s primary community preference but the professional review board determined the presented skills were a better fit for the community for which they were ultimately selected. Particular emphasis was also given to the “whole person” concept as well as demonstrated success with respect to coursework in Science, Technology, Engineering, and Mathematics (STEM).
IW: Selected applications possessed the following general attributes: outstanding appraisals (military), letters of recommendation, type of degree (particularly STEM related)/level of education/GPA, Information Warfare/IDC-related job experience, security clearance eligibility, significant leadership experience and strong motivational/personal statement.
IP: Selected applications possessed the following general attributes: quantifiable leadership/supervision (military/civilian), advanced technical degrees (particularly STEM related), Information Technology/IDC-related work experience, technical certifications, security clearance eligibility, strong and well-written motivational statements, outstanding interviews and recommendations.
INTEL: Selected applications possessed the following general attributes: quantifiable leadership/supervision (military/civilian), education/performance (with emphasis on STEM-related coursework), intelligence/IDC-related/analytical work experience, security clearance eligibility, strong IDC OIC endorsements and panel interviews and well-written motivational statements.
OCEANO: Selected applications possessed the following general attributes: specific relevant Meteorology and Oceanography educational background and experience.
NON-SELECT: Non-selected applications possessed one or more of the following general attributes: Weak or ambiguous IDC OIC endorsement, incomplete packages including lack of supporting documentation, less than outstanding panel interviews, lack of quantifiable leadership, lack of demonstrated strong educational performance (with emphasis on STEM-related coursework), demonstrated poor writing skills and civilian or military employment/skill set not applicable.
Other:
The Professional Review noted a few applications did not meet minimum requirements as delineated in IDC Program Authorizations and other governing documents. Recruiters need to carefully scrutinize applicant packages for completeness, consistency and compliance.
The Deputy Chief of Naval Operations for Information Dominance has directed a 60-40% hard science versus social science targeted accession mix of all new IDC accessions. Recruiters shall make every reasonable attempt to submit future candidates with preferred major fields of study associated with the achievement of information dominance to include, but not limited to, Science, Technology, Engineering, and Mathematics (STEM).
A strong emphasis should be placed on the candidate’s post education/professional certifications and leadership qualities. Additionally, candidates should clearly explain any adverse areas in their application that may be presented by the various local boards, endorsements and enlisted evaluations for prior service candidates.
In such an incredibly competitive selection process, any unexplained or ambiguous issues were generally not favorably considered for “best fit” within the “whole person” concept.
All candidates must meet the Director of National Intelligence (DNI), Intelligence Community Directive (ICD) 704 eligibility standards for access to Sensitive Compartmented Information (SCI) and other controlled access program information. Being a U.S. citizen and a citizen of another country is not necessarily disqualifying. Associated risks to national security will be determined on a case-by- case basis. Refer to Intelligence Community Policy Guidance Number 704.2.
Applicants who have immediate family members or other persons who are non-U.S. citizens to whom the subject is bound by affection or obligation with low, medium, and high tier country associations require strict adherence to Navy ICD 704 implementing policy for the processing for SCI Access Eligibility.
Due to the heightened risk related to national security, the Community Manager shall determine commissioning policy exception guidance for applicants with medium and high tier country associations based on compelling need and intelligence risk assessment, established manning and mission needs.
Although enlisted professionals are a rich resource from which to develop future officers, candidates whose rates are not permanent or are completing their community’s initial training requirements should not apply until initial training requirements are completed.
IDC Packages should be tailored to communities within the IDC for which the candidate is best suited based on their education, skill set and occupational experience.
All selected prior service commissioned officers shall be commissioned at their last commissioned rank. Recruiters are instructed to reset time-in-grade clocks for any selectees that will be commissioned in the grade of O3 so as to not disadvantage or hinder the candidate’s future promotion opportunities.
Specifics regarding candidates’ scores or board deliberations will not be disclosed outside of the professional review membership. Candidates and recruiters are encouraged to consult with the local IDC Region OIC and OCEANO/IW/IP RC community leads referencing appropriate paragraphs of this document to determine how to proceed/improve candidates’ packages. The guiding documents for this PR were Program Authorizations 108A, 108B, 108C, and 108D. Candidates are discouraged from contacting the IDC (Active/Reserve) OCMs or professional review voting members and should request any information regarding the professional review process via their NRDs.
The next IDC DCO Professional Review will be held 17-20 March 2014. Interim guidance has been promulgated through CNRC PRODOCs checklist, CIDCRC DCO Recruiting SOP and SEP 2013 IDC DCO PR Precept. All IDC applicants require an IDC Reserve Region OIC endorsement or Commander, Naval Meteorology and Oceanography Command (CNMOC) Operational Support Officer (OSO) endorsement.
All professionally recommended enlisted IDC candidates currently mobilized or identified for mobilization shall be commissioned after demobilization, irrespective of the fiscal year. Additionally, those candidates who have not previously mobilized in their current rate or are outside dwell or deferment period shall be required to fulfill directed community mobilization requirements prior to commissioning.
--
Other critical resources:
- FISCAL YEAR 2014 OFFICER PROFESSIONAL RECOMMENDATION (PR) BOARD SCHEDULING BUSINESS RULES AND SCHEDULE
- Program Authorizations (MUST READ)
Board history:
SEP09 (first FY10 board) - 174 applicants. Selected 57 INTEL. (Last INTEL-only board.)
MAR10 (second FY10 board) - 278 applicants. Selected 31 INTEL, 11 IW, 13 IP, 0 OCEANO. (First joint IDC board.)
SEP10 (first FY11 board) - 262 applicants. Selected 41 INTEL, 10 IW, 5 IP, 2 OCEANO.
MAR11 (second FY11 board) - 283 applicants. Selected 40 INTEL, 10 IW, 6 IP, 0 OCEANO.
SEP11 (first FY12 board) - 348 applicants. Selected 55 INTEL, 12 IW, 7 IP, 0 OCEANO.
MAR12 (second FY12 board) - 243 applicants. Selected 59 INTEL, 8 IW, 9 IP, 1 OCEANO.
SEP12 (first FY13 board) - 285 applicants. Selected 54 INTEL, 6 IW, 5 IP, 0 OCEANO.
MAR13 (second FY13 board) - 234 applicants. Selected 53 INTEL, 7 IW, 5 IP, 1 OCEANO.
SEP13 (first FY14 board) - 196 applicants. Selected 50 INTEL, 8 IW, 6 IP, 2 OCEANO.
MAR14 (second FY14 board) - 17-20MAR14.