UNCLASSIFIED

UNCLASSIFIED

National Geospatial-Intelligence Agency

DIRECTIVE

NGAD 1414

27 June 2018

HD

SUBJECT: Career Services

References: See Enclosure 1.

1. PURPOSE. This Directive:

a. Establishes policy and assigns responsibilities for Career Services (CS) in

accordance with (IAW) References (a) through (s).

b. Rescinds NGA Directive (NGAD) 1414, “Career Services,” 16 June 2015.

2. APPLICABILITY. This Directive:

a. Applies to all pay band (PB) employees and other Government agency personnel

permanently assigned to NGA, hereinafter referred to as employees.

b. Does not apply to Defense Intelligence Senior Executive Service, the Defense

Intelligence Senior Level, or the Senior Intelligence Service members for senior 

assignment and employment.

3. DEFINITIONS. See Glossary.

4. POLICY. It is NGA policy:

a. To implement a CS structure that enables successful workforce development

and occupation management to meet current and future needs. 

b. To ensure that CS functions comply with applicable laws, regulations,

agreements, policies, and procedures that prohibit discrimination on the basis of race, 

color, religion, sex, national origin, age, disability, reprisal, or any other non-merit factors. 

(Reference (n))

5. RESPONSIBILITIES. See Enclosure 2.
UNCLASSIFIED

NGAD 1414

2

UNCLASSIFIED

6. EFFECTIVE DATE. This Directive is effective on the date of signature.

Harry E. Mornston

Executive Director

Enclosures

1. References

2. Responsibilities

Glossary
UNCLASSIFIED

NGAD 1414

3

UNCLASSIFIED

TABLE OF CONTENTS

CHANGE LOG ................................................................................................................ 4

ENCLOSURE 1: REFERENCES..................................................................................... 5

ENCLOSURE 2: RESPONSIBILITIES ............................................................................ 6

Director, NGA..................................................................................................................6

Component Acquisition Executive ...................................................................................6

Director, Human Development ........................................................................................6

Director, Talent Development .........................................................................................6

Director, Talent Acquisition..............................................................................................7

Career Service Heads .....................................................................................................7

General Counsel .............................................................................................................7

Inspector General............................................................................................................7

Directorate Heads/Agency Element Leads ......................................................................7

Supervisors .....................................................................................................................7

Employees ......................................................................................................................8

GLOSSARY .................................................................................................................... 9
UNCLASSIFIED

NGAD 1414

4

UNCLASSIFIED

CHANGE LOG

Change 

Type

Change 

Date

Revised 

By

Pages 

Affected Change Description
UNCLASSIFIED

NGAD 1414

5

UNCLASSIFIED

ENCLOSURE 1

REFERENCES 

(a) United States Code (USC), Title 5, Section 6, Inspector General Act of 1978

(b) DoD Instruction (DoDI) 1400.25, Volume 2001, “DoD Civilian Personnel 

Management System: Defense Civilian Intelligence Personnel System (DCIPS) 

Introduction,” 29 December 2008

(c) DoDI 1400.25, Volume 2005, “DoD Civilian Personnel Management System: 

DCIPS Employment and Placement,” 03 March 2012

(d) DoDI 1400.25, Volume 2006, “DoD Civilian Personnel Management System: 

DCIPS Compensation Administration,” 03 March 2012

(e) DoDI 1400.25-V2007, “DoD Civilian Personnel System: DCIPS Occupational 

Structure,” 17 April 2012 

(f) DoDI 1400.25-V2010, “DoD Civilian Personnel Management System: DCIPS 

Professional Development,” 09 December 2012

(g) DoDI 1442.02, “Personnel Actions Involving Civilian Attorneys,” 30 September 

2010

(h) DoDI 5000.66, “Operation of the Defense Acquisition, Technology, and 

Logistics Workforce Education, Training, and Career Development Program,” 

21 December 2005

(i) NGA Directive (NGAD) 1100, “Position Management and Table of 

Organization,” 24 October 2015

(j) NGAD 1405, “Employment and Placement,” 15 May 2015

(k) NGAD 1430, Training, Education and Professional Development (TE&PD) and 

Continuing Service Agreement (CSA),” 02 September 2015

(l) NGAD 1450, “Administrative Grievance System and Adverse Action Appeals,”

26 August 2013

(m) NGAD 1455, “Disciplinary and Adverse Actions,” 26 August 2013

(n) NGA Instruction (NGAI) 1020.3, “NGA Instruction for Equal Opportunity and 

Affirmative Employment,” 09 August 2007

(o) NGAI 1100.1, “Protecting Whistleblowers with Access to Classified 

Information,” 29 July 2014

(p) NGAI 1405.8, “Promotions,” 3 March 2018

(q) NGAI 5000.3, “Acquisition Career Management,” 01 June 2018

(r) NGAI 8040.2, “Records and Information Life-Cycle Management, Appendix 6: 

600 Series – Human Resources Files,” 30 March 2016

(s) NGA Manual (NGAM) 1450.2, “Administrative Grievance System and Adverse 

Action Appeals Process,” 26 August 2013

(t) NGAM 1455.1, “Disciplinary and Adverse Actions,” 19 February 2015
UNCLASSIFIED

NGAD 1414

6

UNCLASSIFIED

ENCLOSURE 2

RESPONSIBILITIES

1. Director, NGA.

a. Establishes CS.

b. Designates authority to the Director, Human Development (D/HD), to oversee CS 

activities.

2. Component Acquisition Executive (CAE) oversees the NGA acquisition workforce by 

implementing the Defense Acquisition, Technology, and Logistics Workforce Education, 

Training, and Career Development Program, in collaboration with applicable Career 

Service Heads (CSH) IAW References (h) and (q).

3. D/HD.

a. Oversees CS activities, including assignments, career development, and 

promotions up to PB5 IAW References (a) through (t).

b. Leads and approves efforts to establish, disestablish, realign, or rename NGA’s

occupational groups, in collaboration with Directorate Heads/Agency Element (AE)

Leads IAW Reference (e).

c. Leads and approves efforts for competency-related actions regarding NGA’s

occupational groups, in collaboration with Directorate Heads/AE Leads IAW Reference 

(e).

d. Implements NGA’s occupational structure (Reference (e)).

e. Designates authority to the Director, Talent Development (D/HDT), to 

approve and manage assignment selections, manage employee assignments, conduct 

career development, promote up to PB5, and oversee applicable certification within CS

to meet mission requirements IAW Reference (P).

f. Delegates the authority, as appropriate, to plan, program, budget, and manage 

training, education, and professional development (TE&PD) programs in support of 

career development needs IAW Reference (k).

4. D/HDT.

a. Leads and provides oversight to CS in a structured framework and serves as the 

focal point for all CS-related matters.
UNCLASSIFIED

NGAD 1414

7

UNCLASSIFIED

b. Authorizes CSHs to approve and manage hiring selections, conduct career 

development, manage promotions, and oversee certification within their CS to meet 

mission requirements.

c. Adjudicates CS matters that cannot be resolved at the CSH level.

5. Director, Talent Acquisition (HDR), executes recruitment strategies and activities to 

help CSHs meet current and future hiring needs. 

6. CSHs.

a. Ensure and facilitate employee career development and growth opportunities 

through consistent and transparent processes.

b. Consult with Directorate Heads/AE Leads and HDR to obtain talent to accomplish 

the mission. 

c. Provide input and direction to employees regarding competencies, training, etc.,

for NGA occupations within their respective CS.

7. General Counsel serves as a CS Co-Head for matters regarding Defense Legal 

Services Agency Attorneys, including promotions to legal positions, assignments, legal 

professional development, and training IAW Reference (g).

8. Inspector General selects, appoints, and assigns employees as necessary for 

carrying out the functions and duties of the OIG and is considered the lead authority in 

NGA for separation, retirement, and reemployment of OIG career service employees 

IAW Reference (a).

9. Directorate Heads/AE Leads.

a. Identify talent requirements and coordinate with appropriate stakeholders to

modify talent requirements based on changing mission and function.

b. Review and validate positions when vacated or when the mission changes,

coordinating with the appropriate stakeholder IAW Ref. (i).

10. Supervisors.

a. Engage and discuss career development objectives and requirements with 

employees.

b. Assess employees for increased responsibilities based on mission requirements 

and needs.
UNCLASSIFIED

NGAD 1414

8

UNCLASSIFIED

11. Employees.

a. Assume primary responsibility for planning and monitoring their careers. 

b. Engage and discuss career goals with their supervisors and the CS staff.

c. Update and maintain their Integrated Talent Profiles to accurately reflect their 

professional experience, education, awards, etc.
UNCLASSIFIED

NGAD 1414

9

UNCLASSIFIED

GLOSSARY

DEFINITIONS

Agency Elements (AE) Organizations within NGA that are not classified 

as Directorates. (Definition created by NGA for 

NGA’s purposes only.)

Career Services (CS) A formal structure that enables the successful

management of an occupation or group of like 

occupations with the purpose of ensuring that

current and future mission needs are met.

(Definition created by NGA for NGA’s purposes 

only.)

Competency The measurable or observable knowledge, skills, 

abilities, behaviors, and other characteristics 

needed to perform a type of work or function.

(Reference (e))

Occupational Groups One or more functionally related occupations, 

specialties, families, or classes of positions that 

share distinct common technical qualifications, 

competency requirements, career paths, and 

progression patterns. (Reference (e))

Workforce Development The process of identifying strategic 

organizational needs and developing the 

workforce to best meet the needs of the 

organization. (Definition created by NGA for 

NGA’s purposes only.)