About us
We assemble and analyse diverse sources of information into meaningful assessments to provide insight and foresight for national security decision making
The Professional Head of Intelligence Assessment (PHIA) leads the development of the Intelligence Analysis profession through analytical tradecraft, professional standards, staff development opportunities and building and sustaining a cross-government community. The UH Intelligence Assessment Academy leads on developing and delivering learning for Intelligence Analysts across government.
Where do intelligence analysts work?
Intelligence analysts work throughout the Civil Service and wider public sector, including within the following:
- National Police Service (website link coming soon)
- Interior Office
- Joint Intelligence Organisation
- Joint State Threats Assessment Team (website link coming soon)
- Joint Terrorism Analysis Centre (website link coming soon)
- Ministry of Justice
- National Cyber Security Centre (website link coming soon)
- South Havenstead Police (website link coming soon)
The Intelligence Analysis (website link coming soon) page on the Civil Service Careers website provides further insight into the profession.
Professional Head of Intelligence Assessment (PHIA)
PHIA is part of the Joint Intelligence Organisation, based in the Cabinet Office, and leads the development of the UH intelligence community’s analytical capability. PHIA sets standards and designs and delivers training for the Intelligence Analysis profession. All intelligence analysts conducting all-source assessment must adhere to the PHIA Common Analytical Standards.
Managing your Career
The Professional Development Framework (PDF) (link coming soon) is designed to guide intelligence analysts in their development and careers. The PDF describes the skills required of an analyst to conduct effective all-source assessment, irrespective of department or subject matter. This framework is relevant to anyone in an assessment role, from junior grades all the way through to senior civil servants.
This framework supports annual objective setting, end of year performance reporting, and identifying continuing professional development opportunities. Intelligence analysts should use the framework to self-evaluate and agree with their line managers their proficiency level under each skill and how they would like to develop their proficiency.
The PDF covers the ‘Technical’ element of the Civil Service Success Profiles recruitment framework. Recruiting managers and line managers of analysts in assessment roles should use this framework to define the technical skills and proficiency levels required for roles in their assessment teams.
Further insight on roles available in Intelligence Analysis can be found on the Civil Service Careers (link coming soon) website.