(UNTITLED)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-05077A000100140007-1
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 8
• Document Creation Date: December 9, 2016
• Document Release Date: April 3, 2000
• Sequence Number: 7
• Content Type: REGULATION

? 4501 EMPLOYEES
Approved For Release 2002/05/02 : CIA-RDP78-05077A000100140007-1
Ch. 45
(3) "Government" means the Government of the United States
and the government of the District
f
o
Columbia.
ub.L. 89-554, Sept. 6, 1966, 80 Stat. 442.
Reviser's Notes
United States Code
5 U.S.C. 2122
DI.'watory Notes.
In paragraph (1), the term "Ixxecutive
ency" is coextensive with and substi-
ted f xec1t1ve department or inde-
ndent ) cy in the executive branch of
e Government including a Government-
-Led or controlled corporation" in view
the definition of "Executive agency" in
etion 105, Appllcatloa to the General
counting Orfico (included in the term
xecutive agency") is based on former
-etion 993x.
Fovieed Statutes and Statutes at Large
Sept. 1, 1954, ch. 1208, ? 303, 68 Stat. 1113.
Aug. 18, 1959, Pub.L. 86-168, ? 202(3), 73
Stat. 389,
Paragraph (2) Is supplied because the
definition of "employee" in section 2105
does
by not encompass individuals employed
the government of the District of
Columbia.
Paragraph (3) is supplied for clarity
and convenience,
Standard changes are made to conform
with the definitions applicable and the
style of this title as outlined in the
Preface to the report
Cross References
r'xecutive agency, see section 105 of this title.
[teport and recommendations to President on results of incentive awards
der this chapter, see section 1303 of this title
program
mnited States 0=39(5).
Library Roferenees
C.J.S. United States ?; 17, 4s,
4502. General provisions
a) "Z:cept as provided by subsection (b) of this section, a cash
are ,$der this chapter may not exceed $5,000.
b) When the head of an agency certifies to the Civil Service Com-
sion that the suggestion, invention, Superior accomplishment, or
Ir meritorious effort for which the award is proposed is highly
'ptionaI and unusually outstanding, a cash award in excess of
00 but not in excess of $25,000 may be granted with the approval
he Commission.
-) A cash award under this chapter is in addition to the regular
of the recipient. Acceptance of a cash award under this chapter
titutes an agreement that the use by the Government of an idea,
od, or device for which the award is made does not form the
of further claim of any nature against the Government by the
t'y ee,,his heirs, or assigns.
A cash award to, and expense for the honorary recognition of,
nptlo ee~may be paid from the fund or appropriation available
y Primarily benefiting or the various activities ben it-
jhe head of the agency concerned deter mirApp Q g rt &1ease 20
listorieal and Revision
Reviser's
United States Code
5 U.S.C. 2i?3(d), (e), (g)
Explanatory Notes.
12ovisod Statutes and Statutes at Large
Sept. 1954. ch 1208 304(5), (e). (g),
68 St at. 1113,
In subsections (a) and (b), the words
"cash a
"
st
l
ward
are substituted for "mone-
tary award" and "such award" t
y
e of this title as outlined in the
Preface to the report
o
conform
to the remainder of the
h
c
apter.
In subsectio
Delegation of functions. Dnnctions
the Pr
f
i
n (c), the word "Govern-
ment" is substituted for "G
ov
o
es
dent under former section
2123
(e) [now subset
(d)
ernment of
the United States or th
.
] of this section
delegated
to
th
e government of
the District of C
l
e Chairman of
the
Servic
Ci
il
C
o
umbia" in view of the
definition of "G
v
e
omm
section
Lx
Ord
2
N
f
overnment" in section 4501,
Standard
h
,
.
o
o.ll228I rune 14, 1963, 30 P.
7739, set out as a
'
'
c
anges are made to conform
with the definiti
of note under section 3
01
Title 3, The President
ons applicable and the
,
tivity for a Presidential
-'r-El"I'leS the amou to be award under s ct on
paid by each ac-
L. 89-?554 4504 of this title. Pub.
, Sept. 6, 1966, 80 Stat. 442.
Cross References
Weight to be accorded incentive awards under this cha ter in
for promotions, see section 3362 of this title,
V ter employees
.
, 1906, 80 Stat. 443.
Ristorical maid Revision
c
of this title was -a S, 1'363, achievement. Griggs s
314 F.2d 515, 161 Ct.Cl. 84.
? 4503. Agency
nwarcts C ~ < < ~
The head of an agency may pay a cash award to, and incur neces-
sary expense for the honorary recognition of, an employee who--
(1) by his suggestion, invention, superior accomplishment, or
other personal effort contributes to the efficiency, economy, or
other improvement of Government operations; or
(2) performs a special act or service in the public interest in
connection with or related to his Official employment,
Pub.L. 89-554 Se t
6
taxable as income and was not excepted
from income by provision of section 74
of Title 26 relating to prizes and a
wards
made primaril
y
in recognition of rell-
Award made to government glens, charitable, educational, artistic, lit-
under former section 2123 employee erary, or civi
INCENTIVE AWARDS l Jr, R ' l n-a
Notes of Decisions
The moneys received as government
employee's incentive award
ble were includi-
in gross income, Denniston V. C. I.
~?, 1965, 343 it 2d 312,
30, 120 II.S App.D,C.
1. Taxability
2/05/02: CIA-RDP78-05077A0JQjAgt4QQ07- 1
Derivations United Stet".
?--"se. ""a"te" and Statutes at larre
f1.v,
 DD/MMM.&S 73-3098
Q C AUG 197:
Approved For ReIe'e 2002/05/02 : CIA-RDP78-05077A000 0140007-1
MEMORANDUM FOR: Director of Communications
Director of Finance
Director of Joint Computer Support
Director of Logistics
Director of Medical Services
Director of Personnel
Director of Security
Director of Training
Director of Planning, Programming and Budgeting
Special Assistant for Information Control
"SUBJECT . - Competitive Evaluation System for Employees of the
Management and Services Directorate
1. A new competitive evaluation sjrste, L;,, has been adopted for the
professional. careerists, through the GS-14 level, of the MG ca.reer service.
I would like this new system to be utilized by the other career services through-
out the Management and Services Directorate. You may feel. it necessary to
make minor i codifications to fill some peculiar requirements of your Service,
but I want to approve any basic modifications before you initiate the system.
2. Attached are the DD/M&S Administrative Instruction No. 73-18,
"Fitness Reports for Members of the MG Career Service" and the explanation
of the evaluation system which uses the information from the Fitness Repo
as the basic data for evaluatine, snd rankin, the carecrists. These two papers
should
_provide you with the philosophy and objectives as well as the technical
procedures for revising your evaluation system.
3. Please adopt this evaluation svstcpn fo- r careerists as quicrl_y
as possible and provide m. e with a copy of the announcement and the instructions
which are prepared explaining the system to your employees.
STATINTL
HAROLD L. BROWNMA'
Deputy Director
for
Management and Services
Attachments
Approv c~~For*. elease-2002/OS/02':'CiA'-R?P -;0507'1'At000100140007-1
 Approved For Rele a 20102/05/02': C'fA-RDP78=05b17AOO 0140007-1
Al` E.VALUA'1'ION SYSTEM FOR THE SUPPORT CAREER SERVICE
0713; LCTIVE, S 0F T3-i I, 1?,VALUAT10-N S Y S a JE ZVI .
The objectives of the Support Career Service Evaluation System are:
A. To provide each officer. with the standards upon which he will ;o
competitively evaluated;
B. To identify qualified "S" careerists who merit advancement on the
basis of their dcmonstrated performance and project potential;
o~ ?
C. To counsel and motivate the individual "IS" careerist by providing
relevant information on how he is performing in relation to others
in. his grade;
need for counseling, training, reassignment, C emotion or other
action including separation.
D.
To improve the long range effectiveness of the Management and
Services Directorate by identifyi a "5"
potential.;
careerists with e;{ecutive
E.
To identify "S" careerists whose current performance signals the
It is the policy Of the Deputy Director, for Management and Services (D D/M&~ :':
A. To rank competitively all "S" careerists at specific grade levels at
least annually and to use these rankings to determine promotions, to
aid in the assignment process and to identify those employees 1Vi10 may
need counseling or other career service attention;
B. To permit accelerated advancement within the "S" Career Service;
C. To require that all substantive matters'considcred in the ranking
process be made a mater of record without disclosing the source of
privileged item.s. This information will, be used by the DDPMS'