Web Policies & Information

The appearance of hyperlinks on this page does not constitute endorsement (by the Federal Government, Department of Defense, or by the Defense Institute of Security Cooperation Studies) of linked web sites or the information, products or services contained therein. For other than authorized activities such as military exchanges and Morale, Welfare and Recreation sites, the Defense Institute of Security Cooperation Studies does not exercise any editorial control over the information you may find at linked locations. External links are provided consistent with the stated purpose of this DoD web site.

Accessibility Policy

The Defense Institute of Security Cooperation Studies (DISCS) is committed to making all of our Internet documents accessible to everyone. To ensure that we meet or exceed the requirements of the 1998 Amendment to Section 508 of the Rehabilitation Act of 1973, we continually review our site and modify pages to remove accessibility problems for people with disabilities. The documents on our site are in many formats. Many are in ASCII or HTML format, accessible to people who use screen-reading software and to those with other vision or mobility impairments. Generally, we use Hypertext Markup Language (HTML) to create pages and documents that are accessible to that segment of our customer base. In creating HTML documents, we follow Section 508 standards; for example, we include alternate text to describe graphics.

Currently, our website contains documents in Adobe Acrobat PDF file format. Most PDF files will be accessible to those who use assistive technology such as screen readers. Some legacy or software created PDF files may not be accessible. If you are experiencing difficulty reading any PDF files please contact the webmaster at DISAM_webmaster@us.af.mil to make arrangements to have an alternate version sent to you.

Privacy & Security

  1. This web site is provided as a service by the Defense Institute of Security Cooperation Studies (DISCS).
  2. Consistent with government-wide standards to make its technology systems available to the general public, DISCS makes all documents on this web site accessible to individuals with disabilities who are seeking information. If you encounter any obstacles to accessibility, please contact the webmaster listed below to request that the information be provided to you in an alternate format.
  3. Except for authorized law enforcement investigations, no other attempts are made to identify individual users or their usage habits.
  4. For security purposes, and to ensure that this service remains available to all users, this government computer system employs software programs to monitor network traffic to identify unauthorized attempts to upload or change information or to otherwise cause damage, including attempts to deny service to authorized users.
  5. Attempts to upload or change information on this service without authorization or to download and copy with the intent to defraud are strictly prohibited and may be punishable under the Computer Fraud and Abuse Act of 1986 and the National Information Infrastructure Protection Act.
  6. DISCS does not use persistent cookies (persistent tokens that pass information back and forth from your computer and our web server). This web site might, however, use session cookies (tokens that remain active only until you close your browser) in order to make the site easier to use. The Department of Defense DOES NOT keep a database of information obtained from these cookies.

No FEAR Act

About the No FEAR Act

On May 15, 2002, Congress enacted the "Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002," known as the No FEAR Act. One purpose of the Act is to "require that Federal agencies be accountable for violations of antidiscrimination and whistleblower protection laws." Public Law 107-174, Summary. In support of this purpose, Congress found that "agencies cannot be run effectively if those agencies practice or tolerate discrimination." Public Law 107-174, Title I, General Provisions, section 101(1).

The Act also requires this agency to provide this notice to Federal employees, former Federal employees and applicants for Federal employment to inform you of the rights and protections available to you under Federal antidiscrimination and whistleblower protection laws.

Annual Report

No FEAR Act Annual reports for many federal agencies (including the Defense Security Cooperation Agency (DSCA), our parent agency) are consolidated and posted at Washington Headquarters Services (WHS).

Title III of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No Fear Act), Pub. L. 107-174, Section 301, requires agencies to post quarterly year-to-date cumulative statistical data pertaining to complaints of employment discrimination filed by employees, former employees and applicants for employment under EEOC 29 CFR Part 1614. The data must be for the then current fiscal year as well as end of year data for the five previous fiscal years (to the extent available for those five fiscal years).

Antidiscrimination Laws

Federal agency cannot discriminate against an employee or applicant with respect to the terms, conditions or privileges of employment on the basis of race, color, religion, sex, national origin, age, disability, marital status or political affiliation. Discrimination on these bases is prohibited by one or more of the following statutes: 5 U.S.C. 2302(b)(1), 29 U.S.C. 206(d), 29 U.S.C. 631, 29 U.S.C. 633a, 29 U.S.C. 791 and 42 U.S.C. 2000e-16.

If you believe that you have been the victim of unlawful discrimination on the basis of race, color, religion, sex, national origin or disability, you must contact an Equal Employment Opportunity (EEO) counselor within 45 calendar days of the alleged discriminatory action, or, in the case of a personnel action, within 45 calendar days of the effective date of the action, before you can file a formal complaint of discrimination with your agency. See, e.g. 29 CFR 1614. If you believe that you have been the victim of unlawful discrimination on the basis of age, you must either contact an EEO counselor as noted above or give notice of intent to sue to the Equal Employment Opportunity Commission (EEOC) within 180 calendar days of the alleged discriminatory action. If you are alleging discrimination based on marital status or political affiliation, you may file a written complaint with the U.S. Office of Special Counsel (OSC) (See contact information below). In the alternative (or in some cases, in addition), you may pursue a discrimination complaint by filing a grievance through your agency's administrative or negotiated grievance procedures, if such procedures apply and are available.

Whistleblower Protection Laws

A Federal employee with authority to take, direct others to take, recommend or approve any personnel action must not use that authority to take or fail to take, or threaten to take or fail to take, a personnel action against an employee or applicant because of disclosure of information by that individual that is reasonably believed to evidence violations of law, rule or regulation; gross mismanagement; gross waste of funds; an abuse of authority; or a substantial and specific danger to public health or safety, unless disclosure of such information is specifically prohibited by law and such information is specifically required by Executive order to be kept secret in the interest of national defense or the conduct of foreign affairs.

Retaliation against an employee or applicant for making a protected disclosure is prohibited by 5 U.S.C. 2302(b)(8). If you believe that you have been the victim of whistleblower retaliation, you may file a written complaint (Form OSC-11) with the U.S. Office of Special Counsel at 1730 M Street NW., Suite 218, Washington, DC 20036-4505 or online through the OSC Web site at http://www.osc.gov.

Retaliation for Engaging in Protected Activity

A Federal agency cannot retaliate against an employee or applicant because that individual exercises his or her rights under any of the Federal antidiscrimination or whistleblower protection laws listed above. If you believe that you are the victim of retaliation for engaging in protected activity, you must follow, as appropriate, the procedures described in the Antidiscrimination Laws and Whistleblower Protection Laws sections or, if applicable, the administrative or negotiated grievance procedures in order to pursue any legal remedy.

Disciplinary Actions

Under the existing laws, each agency retains the right, where appropriate, to discipline a Federal employee for conduct that is inconsistent with Federal Antidiscrimination and Whistleblower Protection Laws up to and including removal. If OSC has initiated an investigation under 5 U.S.C. 1214, however, according to 5 U.S.C. 1214(f), agencies must seek approval from the Special Counsel to discipline employees for, among other activities, engaging in prohibited retaliation. Nothing in the No FEAR Act alters existing laws or permits an agency to take unfounded disciplinary action against a Federal employee or to violate the procedural rights of a Federal employee who has been accused of discrimination.

Existing Rights Unchanged

Pursuant to section 205 of the No FEAR Act, neither the Act nor this notice creates, expands or reduces any rights otherwise available to any employee, former employee or applicant under the laws of the United States, including the provisions of law specified in 5 U.S.C. 2302(d).

Relevant Links

Alternative Dispute Resolution Program
Annual Performance Plan and Performance Report
Equal Employment Opportunity (EEO)
Freedom of Information Act (FOIA)
Office of Inspector General, Departmet of Defense (DoD)
USA.GOV
Webmaster: Webmaster


Contact Webmaster  |  Accessibility Statement  |  Privacy & Security  |  No FEAR Act  |  External Link Disclaimer  |  FOIA  |  USA.GOV

Web Related

Contact Webmaster
Accessibility Statement
Privacy & Security
No FEAR Act
External Link Disclaimer
FOIA
USA.GOV

publishes System of Records Notices (SORNs)

Use of this DoD computer system, authorized or unauthorized, constitutes consent to monitoring of this system. Unauthorized use may subject you to criminal prosecution. Evidence of unauthorized use collected during monitoring may be used for administrative, criminal, or other adverse action. Use of this system constitutes consent to monitoring for these purposes.

Defense Institute of Security Cooperation Studies , 2475 K. Street, Wright-Patterson Air Force Base, Ohio 45433-7641, Telephone: 937-713-3300

COE Logo
DISCS is accredited by the Council on Occupational Education

This web site is DSCA PA approved

Contact Webmaster  |  Accessibility Statement  |  Privacy & Security  |  No FEAR Act  |  External Link Disclaimer  |  FOIA  |  USA.GOV

Web Related

Contact Webmaster
Accessibility Statement
Privacy & Security
No FEAR Act
External Link Disclaimer
FOIA
USA.GOV

publishes System of Records Notices (SORNs)

Use of this DoD computer system, authorized or unauthorized, constitutes consent to monitoring of this system. Unauthorized use may subject you to criminal prosecution. Evidence of unauthorized use collected during monitoring may be used for administrative, criminal, or other adverse action. Use of this system constitutes consent to monitoring for these purposes.

Defense Institute of Security Cooperation Studies , 2475 K. Street, Wright-Patterson Air Force Base, Ohio 45433-7641, Telephone: 937-713-3300

COE Logo
DISCS is accredited by the Council on Occupational Education

This web site is DSCA PA approved

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Commandant's Message

I'm hoping that you've not had issues finding us! As you can tell by our new website -- The Defense Institute of Security Assistance Management (DISAM) transitioned to the Defense Institute of Security Cooperation Studies (DISCS). This became effective 1 July 2016, and comes as DSCA more closely aligns the schoolhouse, its curriculum, and its mission priorities with DOD strategic guidance, and DSCA's vision for the future. The name change reflects DSCA's focus on full spectrum capability building and that the schoolhouse's mandate for training the workforce has expanded beyond Security Assistance to include all of Security Cooperation.

There are a number of transitional issues in progress and we will work with various constituencies and other supporting organizations to be as seamless as possible in our support to you. As you can see, the Institute’s website has a new URL of www.iscs.dsca.mil. In terms of you contacting DISCS, please note that "Group e-mail addresses" (such as the Registrar’s Office) will change as soon as we can work through the IT wickets, but old group email addresses should work after the change for some time. All email addresses and phone numbers for institute personnel remain the same as they were prior to changing our name to the Defense Institute of Security Cooperation Studies. Note that there have been no changes to course designations or names of the courses offered by the Institute.

This is an exciting time for the Defense Institute of Security Cooperation Studies and we looking forward to continuing our long-standing service to the security cooperation workforce for years to come as we keep pace with the environment impacting all of you as our constituents.

Sincerely,

Dr. Ron Reynolds
Commandant
Defense Institute of Security Cooperation Studies

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Commandant's Message

A lot has happened since my last update here, and I will only hit the highlights. Work continues as things push forward on the SC Workforce Development Program (SCWDP) effort per the guidance in NDAA 2017. I won’t try to address it here – I won’t do it justice in such a short column. However, I’d note that for the most current information – the work of the SCWDP Working Group (and its three Sub-Working Groups and 5 Lines of Effort), are available via a periodic newsletter published by DSCA. If you’d like the most recent edition, please let me know.

In a major realignment to better support DSCA’s efforts to develop the Departments’ Security Cooperation Workforce Development program, the Defense Institute of Security Cooperation Studies has fallen under the Security Cooperation Workforce Development Directorate as of 2 June 2017. This move aligns all SC training, education and certification programs under the Directorate developing and managing the DoD SCWDP and facilitates greater engagement and support for development of the future SC education and training policies and programs as well as the development of the Defense Security Cooperation University.

DISCS has begun efforts for its satellite campus in the National Capital Region – with Mr. Dan Eagle on board as our new Director of Strategy Instruction and the process ongoing to bring on four more faculty (in the process of bringing on three faculty members that will be in place there permanently as we look at existing and new courses that would be most effective in conducting there (several classes now offered there vice our main campus at WPAFB).

In the realm of courseware/class changes – the SCM-O (Overseas) Course has changed its scheme to where all students now attend for the full four weeks. The syllabus has changed and is current on our website.

We are in the process of our cycle for programming DISCS activities/academic calendar for FY18 – really looking to “bridge the gap” between current SC community/enterprise education and training requirements – which are significant – and ultimately get us to where we need to be in the schoolhouse efforts directed by NDAA 2017. One key thing for you to note – as a potential student – we often have unused seats in our classes at Wright-Patt. If you need training and can’t seem to get a seat, please let us/me know. We’ll work with your chain of command to get you a seat in the class that is required for you.

I’ll stop there and set a goal of updating the CC Corner at least monthly to keep you informed in a more timely way in this fast-paced environment.

Sincerely,

Dr. Ron Reynolds