SFSECIS PROMO

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• SFSECIS Headquarters Main Site

STAR FLEET SECURITY
& INVESTIGATIVE SERVICE
HEADQUARTERS

WARNING: THIS DOCUMENT IS THE PROPERTY OF THE STAR FLEET SECURITY & INVESTIGATIVE SERVICE. CONTENTS MAY BE DISCLOSED ONLY TO PERSONS WHOSE OFFICIAL DUTIES REQUIRE ACCESS HERETO. CONTENTS MAY NOT BE DISCLOSED TO THE PARTY[S] CONCERNED WITHOUT SPECIFIC AUTHORIZATION FROM THE SFSECIS.

SFSECIS PROMOTION
& TRAINING PROCESSES

SFSECIS TRAINING PROCESSES

INTRODUCTION:

Embarking on a thrilling career as a SFSECIS field agent begins with a rigorous training program designed to forge exceptional law enforcement professionals. This immersive program equips recruits with the tactical skills, legal knowledge, and unwavering ethical foundation necessary to uphold Star Fleet’s laws and safeguard its citizens. Through a demanding curriculum that blends classroom instruction, physical conditioning, and simulated scenarios, new agents are honed to excel in the field, prepared to confront any situation with courage, integrity, and unwavering dedication to justice.

If law enforcement field work is not your passion, multiple other career pathways are possible! The SFSECIS Support Operations Directorate offers a vibrant spectrum of careers beyond the badge. Imagine yourself as an Intelligence Analyst, meticulously piecing together tidbits of information, or an Investigative Accountant, following the latinum trail to expose corruption. Perhaps your talents lie in Human Resources, ensuring a smooth recruitment process for future personnel, or in Internal Affairs, upholding the service's ethical standards with unwavering vigilance.

The training program for these vital support roles, though equally rigorous in duration, is tailored to your chosen specialty. Expect less time spent in simulated shootouts and more in honing your cybersecurity expertise or mastering forensic analysis. On-the-job learning takes center stage, allowing you to shadow experienced professionals and rapidly gain proficiency in your chosen field.

INITIAL TRAINING:

As a condition of continued employment, Probationary Agents must successfully complete the following:

• Pass a Physical Efficiency Battery and score at a minimum 25th percentile in each component area for their age and gender prior to being cleared for field duty.
• 6-month Criminal Investigator’s Training Program (CITP)
• 42 day Field Agent Basic Training Program (FABTP) at the Federation Law Enforcement Training Center (FLETC) on Tycho City Luna Sol III-B.

NOTE: Highly qualified applicants with prior military and/or law enforcement experience may be granted a waiver for attending the CITP upon verification of their education and experience. Such applicants may be hired at a grade level above AG-1/SP-1. Successful completion of the FABTP is mandatory regardless of what grade the new employee is hired into.

All newly hired field agents who are not prior members of any service component, either active or reserve duty, must also complete the Star Fleet Orientation Course to familiarize the new employee with the protocols of military service. This is a 30-day course, conducted at either the Marseille or San Francisco campuses of Star Fleet Academy.

This comprehensive training provides instruction on the SFSECIS report writing system, manuals, and field training exercises. Additional training in computer forensics, foreign counterintelligence, foreign language, economic crimes, interview and interrogation, hostage negotiation, forensics and/or management are available throughout the agent's career.

PROBATIONARY AGENT TRAINING PATHWAY:

Phase I – Physical Efficiency Battery
Phase II – Pre-Basic Agent Orientation at the SFSECIS Headquarters
Phase III – Formal training at FLETC to include both the CITP and the FABTP (excluded for Support Ops personnel)
Phase IV – On-the-job training
Phase V – Final evaluation of case work and abilities. Upon completion of Phase III, an evaluation will be made whether the employee should remain in Phase III mode or move into Phase IV. Phase IV begins if the employee successfully completes all the skill requirements, and all Personnel Evaluation Reports (PER) are at an acceptable level. Phase IV lasts until the successful completion of the two (2) year trial period.

After completing the training programs, Agents and support staff enter the trial period, referred to as a "probationary" period, which is (usually) the first two years of employment. Graduates will be considered journeyman-level SFSECIS personnel expected to implement immediate actions with limited supervision to identify, assess, track, deter and mitigate violations of the Star Fleet Uniform Code of Military Justice (SFUCMJ) and Federation Law on all service component ships and installations.

SFSECIS PROMOTION GUIDELINES

INTRODUCTION:

The SFSECIS Executive Staff is always seeking to identify junior field agents and support staff to quickly fill supervisory and command roles as they become vacant and has adopted a Career Program to meet that goal. The objective of the Career Program is to provide and maintain a staff of well qualified service personnel to accomplish the SECIS mission with maximum effectiveness. The Career Program provides a systematic approach to the development and advancement of professionally qualified personnel in the field and support/technical roles.

POLICIES:

The Service maintains stringent ‘up or out’ policy in all divisions with a dual purpose of supporting proactive career advancement while ensuring employees do not remain stagnant in their role. As natural attrition occurs and billets become vacant, those who have met time in grade, demonstrated excellence in their current role and achieved a minimum required score on their Personnel Evaluation Report (PER) will be presented to and evaluated against other candidates by the Promotions Board.

Support programs and mechanisms including Continuing Education (in-house), external credentialing and educational opportunities, along with a very successful Mentorship Program gives SECIS employees the tools they need to advance.

Likewise, those not able to advance within 5 years will be granted a 1-year probationary status in their current grade. At the end of which, the employee must advance or will be administratively separated from the Service.

PROMOTION GUIDELINES - FIELD & SUPPORT GRADES:

GRADE	REQUIREMENT	ASST DEPUTY DIRECTOR WAIVER CRITERIA	MINIMUM PER SCORE
AG-1 / SP-1	Automatic upon graduation	N/A	N/A
AG-2 / SP-2	1 year as AG-1 / SP-1	6 Months time in position waiver	90%
AG-3 / SP-3	1 year as AG-2 / SP-2	6 Months time in position waiver	90%
AG-4 / SP-4	1 year as AG-3 / SP-3	6 Months time in position waiver	92%
AG-5 / SP-5	1 year as AG-4 / SP-4	6 Months time in position waiver	94%
AG-6 / SP-6	2 years as AG-5 / SP-5	1 Year time in position waiver	96%

PROMOTION GUIDELINES - EXECUTIVE GRADES:

Promotion to the Executive Grades of DI-7 thru DI-9 is an exceptionally competitive process. Candidates are identified by the Director In Charge after a formal vetting process. Once identified, candidates will prepare a Professional Portfolio to be presented to the Federation Joint Intelligence Committee (FJIC), following a panel interview.

All candidates for an open billet will be ranked by the FJIC and the results presented to the Director In Charge to make the final selection.

SECIS Director In Charge [DI-10] is appointed by the Secretary of Star Fleet, subject to confirmation by the Federation Council.

FREQUENTLY ASKED QUESTIONS:

Is prior military service and/or law enforcement experience a prerequisite?

No, prior military and/or law enforcement experience is not a prerequisite for employment. SFSECIS has a very competitive hiring posture and is continuously seeking applicants who possess a combination of education and experience.

How is your first duty assignment determined?

While applicant preferences are taken into consideration, newly appointed personnel are assigned to one of SFSECIS’ field offices based on current staffing levels and/or critical specialty needs.

What is the SFSECIS transfer policy?

While applicant's preferences are taken into consideration, transfers are based on the needs of the Service. Transfers are driven to a great extent by rotations throughout the Alpha & Beta Quadrants. Whenever possible, management and non-management vacancies will be announced and volunteers solicited. First priority will be to fill vacancies with qualified volunteers.

UPDATE HISTORY:
SD 3600404 - Created by Michael Dailey