CONTINUED MEETING ON DEVELOPMENT OF REQUIREMENTS FOR THE 19 INTERFACE SYSTEM IN THE HUMAN RESOURCE AREA

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-07181R000200020026-7
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: April 20, 2001
• Sequence Number: 26
• Publication Date: December 15, 1966
• Content Type: FORM

Approved For Release 2001/05/11 : CIA-RDP78=07181 R000200020026-7
Memorandum of Conversation
DATE 15 December 1966
= Continued Meeting on Development of Requirements for the 19 Interface
System in the Human Resource Area
STATI NTL
COPIES TO 1 Participants
The auestion of recording "00" grades on staff project positions on the T/n STATI NTL
(Old Business - Ceilings, Staffing & Devel. Comps.)
was raised since budget and finance officers have to lookt;them up in preparing pro-
jections. In addition, the arbitrary distribution of super-grades between dir-
ectorates each.-month-end requires hand adjustments which cause discrepancies between
computer and manually produced reports. agreed to look into the matter.
or for selection of people for training courses, etc. stated the STATINTL1
question is not so much the desirability of the tag as to how you would define the
criteria (i.e., what is a supervisor)? STATINTL^'
recommended that the language requirement be deferred until discussed
with r UM. STATI NT
questioned the recording of ceiling ,in the system and if ceilinTATINTL
why not average grade or salary authorization etc. It was explained that one of the
requirements of the present system was to print on-duty strength as it compared to
ceiling on a weekly or monthly basis and that there vaa-no such requirement currently
for the other two items. Average grades is computed at the time a new position is
created based upon the actual ;grades established on the T/O and is approved or dis-
approved by Ch/OPPB. In other words, the average grade authorized is in fact the
It was recommended that we include a supervisory tag on positions in order to
isloate this factor for special studies on race (i.e., number of negro supervisors)
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1 FGB 57 (1l-2a-.7tl1
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nveroge of the approved grades on the T/0 which Is computed monthly. The average
salary item is now dormat but in any case wns computed for each grandfather career
service from a complicated formula based upon positions and on-duty personnel after
the fact and could not be determined ahead of time except for the over-till Agency
figure.
Eb~'LO ~ ~ STAZ'U3 SYSTEM - continued from last meeting)
STA NTL
STATINT asked what employee number would be used and statc8TATINT
that the Human Resources Group were hopeful it could be the social security nuriber.
Many employees either know their SS number or have the number in their pozoesaion
which will help identify documents coming inI TATINTL
and - all expressed doubts that we could sell the idea of the SS-number as
the number is not internally controlled by the Agency and that there is some chance
that a list of 33 numbers could be deciphered by an outsider. To overcome objectione
from such groups as CI Staff, we would probably have to convince people that the
external reference possibility of SS number did not present a danger to security
records. The group agreed, however, that the question of a common reference number
for employees (SS number or other) should be EXPLORED.
In reference to item 30, NTE (Not to Exceed), expl4ined that th~TATINT
item was designed to control expiration dates on such items as salary retention,
temporary reserve appointments, LWOP, etc. wondered if the termino]5jFtTINT 2
VIM" might not be changed to read "suspense date or some other term which would
.+ have more meaning than '%M"
STATI NTL ^
discussed the relationshi between item 7(d)
Type of Employee, and item 27, Career Membership. pointed out thatSTATINTL
item 2'( refers only to five categories of personnel defined in regulations (career,
provisional, temporary, reserve, and details). Item 7(d), however, related to a
large number of opecial qualifiers and reference factors such as re-employed annui-
tants, unwitting personnel, part-timers, specific types of details, in and out, etc.
which do not necessarily tie in with appointments. After discussion, the group
decided to change item "Typo of Appointment" instead of "Career Member-
ship." (Reference: DR STATINTL
(Nov Business) STATINTL
In regard to item 31, LCD (Longevity Computation Date), noted that
she was concerned with how much longer the Agency can live with the concept as it is
presently applied. Basically, the LCD is good only for the various types of service
award certificates (10-year certificate, etc.) and eligibility for career membership
but is not dependable for retirement. system selection purposes, etc,., since it may
Include detailed military service with the Agency, certain types of contract employ-
ment, etc. In view of the fact that we have the LCD for award purposes,.the SCD for
leave category creditability, the CSD (creditable service date) for service computed
__ as creditable for retirement under the CIArt&DS, perhaps we need a new type of date for
? Agency longevity creditable for selection into the CIAI&DS, etc.
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The group had no suggested changes to make in the case of item 33, Sex &
Race, and item 34+, Special Reference.
STATINTF
In regard to item 35, Veteran's Preference, pointed out that the
item va3 often inaccurately recorded by appointment clerks
e.g., if the clerk could
not quickly interpret veter`an'o preference from the file, the clerk would simple
record "0" and let it go at that). Since this practice has continued for some time,
the overall Veteran's Preference record is of questionable value in the present system,
stated that he would check into the matter. STATINTL
In discussing the new item 33, Projected Return from Overseas (M-Y), the group
noted that establishment of this information on the record should include some type
of follow-up control and, where necessary,'extension of the date. STATINTL
explained that item 39,' Overlap Serial number, was designed 'to
find out who was overlapping who in the case of summer?ouly employee, overseas
replacements, etc., by recording the serial number of the outgoing incumbent. Mr.
-expressed doubts that it would work. STATINTL
In the case of items 4.0 through 53,1111 explained that the items STATINTL
represented a form of input which either up ated or established items in the master
payroll or provided the base for printout of certain statements on Notifications of
Personnel Action automatically printed by the computer.
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 Approved For Release 2001/05/11 CIA-RDP78-07181 R000200020026-7
( ,i:i XGS) STAFFING AND. DEVELO1'NENT C01M4PS YEENTS
1.
Identifiers & Type of Message
(1)
Type of Message
2.
Ceiling
(2)
Ceiling
3.
Total. Dnv. Comp. Spaws
(3
Total Dov. Camp. Spaoag
4.
No. of Dcv. Comp. Spaced By Grade
(4
No. of Dev. Comp. Spaces By Grade
5?
Or[,an. Design.
(5
Organ. Design.
6.
Position Title
(6)
Position Title
7?
Schedule
(7)
Schedule
8.
0cc. Series
(8)
0cc. Series
9.
Grade
(9)
Grade
10.
Dummy Grade
(10)
Dummy Grade
11.
Position Number
(11)
Position Number
12.
Flexible/Non-flexible
(12)
Flexible/Non-flexible
13.
Planned Incumbency
(13)
Planned Incumbency
14.
Target/Manpower/Sub-category
(14).
Target/Manpower/Sub-category
15.
Headquarters Code
(15)
Headquarters Code
16.
Supervisory Code
(16)
Supervisory Code
17.
Service Designation
(17)
Service Designation
18.
Language & Level Requirement
(18)
Language & Level Requirement
'19.
Geog. Area & Country-City Code
19)
Geog. Area & Country-City Code
20.
Date Last Listed on 261
(20)
Date Last Listed on 261
21.
Date Position Last Audited
(21
Date Position Last Audited
22.
Position Flag
(22
Position Flag
23.
PCR Control No.
23
PCR Control No.
16 DEC 1966
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