Writers World
November 27, 2015
Defense Security Service Academy
May 28, 2016

National Geospatial-Intelligence Agency

Development of a Customized Managerial Structure
C² developed a new supervisory and managerial structure for the NGA. The project team conducted an assessment of the shortcomings associated with the agency’s existing structure, researched best practices in supervision and management in the public and private sectors, and examined the relationship between supervisory and technical work. Job analytic data were then collected from the workforce to identify critical tasks and examine the mix of supervisory and technical activities at each level of management. This information was used to develop a new management structure and establish guidelines that describe how the structure should be implemented across the Agency.

Development of Position Criteria
C² standardized the evaluation of positions. In particular, the project team identified a set of evaluation factors (e.g., knowledge, complexity) that facilitate distinctions among positions, along with criteria that illustrate how each factor differs across pay bands. A Position Evaluation Guidebook was created that describes the evaluation process, explains how the factors should be applied, and provides a scoring key indicating how each factor should be weighted in the completion of an evaluation.
GEOINT Competency and Certification Development

C² developed and validated a competency set for each of ten GEOINT tradecraft areas. The competency sets included comprehensive task lists that describe the work performed in each tradecraft area, along with a set of technical skills and knowledge that describe the capabilities required to perform the work. Through this effort, C² has established a foundation for the development of certification programs for the NGA workforce. Specifically, the new competency sets help define the basic form and content of certification programs and serve as a guide for future development.
Vision Requirements Study

C² examined the visual capabilities (e.g., color perception, stereopsis) required for successful performance in each of the National Geospatial-Intelligence Agency’s (NGA’s) core analytic work roles. The project team reviewed background materials, conducted job observations, and collected work samples to develop a description of work performed by incumbents in each role, identify job-relevant visual stimuli, and quantify the environmental conditions in which the work is performed. This formed the foundation for a job analytic survey that was used to identify the critical tasks performed by incumbents. C² then facilitated a medical panel to establish legally defensible vision requirements and develop appropriate screening procedures for each work role.
Police Job Analysis
C² conducted a job analysis to identify the critical tasks and working conditions for Police Officers at NGA. The team reviewed job-related materials, interviewed incumbents, and observed training exercises to identify the activities that are performed by officers. The tasks were then populated into a job analysis survey to identify the frequency, importance, and overall criticality of each task. The job analysis results provide the foundation for future initiatives, including the determination of physical, medical, and psychological standards, and the development of valid and legally defensible assessments.
Maintenance of Work Roles and Competencies
C² supports the ongoing maintenance of NGA’s entire portfolio of work roles. The bulk of the work is conducted in systematic, bi-annual reviews of the portfolio. The process is structured by occupational group and begins with an assessment of the modifications and additions that are necessary to reflect accurately the work performed by incumbents. The work role descriptions are then updated as necessary. This involves leading SMEs through a facilitated process to develop a high-level description of the major duties and responsibilities associated with each work role, to identify the required knowledge and skills, and to establish educational and physical requirements appropriate for the work. The components of each new or updated work role are then validated through a job analytic survey and uploaded into the agency’s HRIS system. During each step in the process, C² ensures that NGA is conforming to the overarching requirements of the Intelligence Community. In addition, this work has included managing and maintaining the agency’s knowledge and skill dictionaries to ensure that the information is appropriately updated, tracked, and available for application in the broader Human Capital context.
Job Clustering Study

C² conducted a job clustering study to investigate and develop a revised occupational structure for NGA’s core analytic workforce. In the context of a series of facilitated meetings, SMEs worked from an interactive, graphical interface to cluster the existing analytic work roles (e.g., Imagery Analyst, Cartographer, Regional Geographer, Scientific Linguist, Geospatial Data Steward, Source Persistence Analyst) based on dimensions of work relatedness and similarity. The results of these sessions were then used to develop and illustrate a revised occupational structure.

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