CAREER SERVICE SUBORDINATE DESIGNATIONS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-07181R000200030026-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 6
• Document Creation Date: December 9, 2016
• Document Release Date: August 29, 2000
• Sequence Number: 26
• Content Type: SUMMARY

Approved For Release 2001/08/07 : CIA-RDP78-07181 R000200030026-6
TAB
F
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 SECRET
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(SPLINTERED SD's)
QUESTION
Should provision be made to record subordinate designations of recognized
official Career Services for both personnel and positions?
BACKGROUND
STATINTL 1. - dated 8 August 1967, lists the 23 Career Services and their
designations and defines the responsibilities of the Heads of the Career
Services in terms of personnel administration, career development, assignment,
etc.
2. The regulation authorizes the Head of each Career Service to establish
"such subordinate panels as he may consider necessary to advise him on personnel
management matters."
3. Positions are to be identified with the appropriate Career Service and
the Director of Personnel is responsible for recording the identity of
individuals with the appropriate Career Service.
DISCUSSION
1. At the present time there are 27 major Career Service designations or
"undesignations." (The four not mentioned in the regulation are for career
trainees and personnel not assigned to a career board - SD, SJ, NA and UD).
2. SC and SP have estsblished 8 and 2 subordinate designations, respec-
tively, for both personnel and positions.
3. OL has requested permission to identify personnel and positions to
subordinate career management groups.
4. Date of grade rosters for OER are prepared by occupational groupings
for career management and competitive promotion purposes.
5. OEL and FMSAC have requested a method of identifying R careerists for
whom they have career planning responsibility. (The Head of R Career Service
opposes any subdivision of that service.)
6. The D Career Service has devised a "home base" concept (essentially a
component grouping) for GS-08 through GS-15 personnel for purposes of career
management but these designations apply only to personnel and are recorded by
a qualification code. The philosophy behind rotational assignments, however,
implies a "home base" designation of positions as well as personnel.
4 n
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Me'
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7. If all of the statistics currently produced on Career Services were
to be produced on a subordinate level (possibly over a 100 sub-designations)
there would be a tremendous proliferation of paper of doubtful use. Numerous
intra-Career Service debits and credits would be required for mismatched
personnel and positions which are of no significance to the Head of a Career
Service. There are no "heads" of the subordinate groups except as each Head
of a Career Service chooses to designate. Not only would you be unable to see
the forest for the trees, it would tend to undermine the responsibility for
overall planning by the Head of a Career Service.
RECOMMENDATION
1. Establish a fixed hierarchy for Career Service designations - a
grandparent, parent, and child. .(Fortunately, the grandparent designations
are now in alignment, i.e. all designations beginning with "I" are intel-
ligence, "S" are support, etc.). The second character would identify the
parent groupings for the Head of the Career Service. This would be blank
for R and D which have already been identified by the first character. The
third and optional character would identify all subordinate groups based upon
any criteria selected by each Head of a Career Service for his use in career
planning, development, etc.
2. Designate positions in the same way.
3. Group name listings for career planning purposes by the lowest
designation, showing both position and personnel data.
4. Produce statistical reports on the basis of the grandparent or parent.
Career Service for the Heads of the Career Services.
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MEMORANDUM FOR: Director of Logistics
SUBJECT : Career Management Responsibility for SL Carecriits
1. I believe that there is a need,to readily identify internal Office of
-Logistics career management responsibility, for Logistics Career Service
employees and positions,' especially those who have been. assigned outside
the Office of. Logistics.
2. We are aware that there are some SL Careerists who are not readily
identified as to specific career management responsibility, of either Supply
Division, Real Estate and Construction Division; or Logistics Services L7iv sioii
Also we have indications that some SL Careerists themselves viho co not k iOW
which is his parent OL complement.
3. We believe it will enhance career management plannIrig'if each po,~$ on
is specifically identified and employee; morale. will be improvedsif each incVltltIal`
knows which is his parent OLL complement, We think it is com iarativeiy s mple
to, identify almost all SL personnel according to parent 4L coni?lemenc: Tiios
who are not readily identified can be throixgh consultations a id negotiation r
Further, reports concerning Career Service position author 3.dations-and p6 -sonndl
strength for which each OL component is. responsible 6L be 8 dily{-?avail.a le,
and accurate.
4. We have experienced some difficulty in identifying the Parent OL cbms
ponent for positions outside OL. To simplify this we,#hievc.thhat additibnal
letter designation added to the current SL' designation ijv~ll sii jlify iilentifi6dtion
of both positions and personnel:. When competitive px' ~' otlori calls arc mate,
this Staff lists GS-07 and above personnel according tq he far t OL component
and sends a list by grade to the appropriate Division C i ef. , .T s is a rel Neely
haphazard manual system and is subject, to misinterprb ation onceivably, sornt
individuals. could be overlooked, such as individuals have een assigned tb
maintenance-type positions. Som individuals prevto assit~ed o the former
Y
Transportation Division have-, ;, - -~.sed some conce to whim they should
look for career guidance.
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 Approved For. Release 2001 /0($/PT, ;)GI~-RDP78-07181 R000200030026-6
SUBJECT: Career Management Responsibility for SL Careerists
there is little rotation of PSD personnel, 'we think it worthwhile to separately
bonafide clerical category for preparation of reports or requirements. Although
Assistant gradb GS-09. We do not now have a ready refcrcncc to identify the
Clerical Code identification includes these as well as such positions as Supply
5. Further, we think it would he helpful to separately identify all GS-06
and below positions and GS-07 steno-type positions. Currcntly the MANS
identify PSD positions and personnel.
6. It would be comparatively simple to identify all SL.Careerists and
.uositions by addinr the thdrd letter to the present SL designation. For example:,
immediately siMdfv OL component responsibility for recommendation for re-
Career Management Component
O-D/L (include Planning Staff, O-EC;
11 Training Officer and GS-15'and
P&TS (include GS-06 and below and GS-07.
.,,above positions and personnel)
steno positions, and personnel)
7. If every SL Careerist, regardless of place of assignment, was identified.'
according to the above proposal, it would simplify the preparation of rosters an
OL component.
S. Cross-training and reassignments would continue to be' practical because'-
individuals may change from one designation to another based on requirements as
well as desires of the individual.
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SUBJECT: Career Management Responsibility for SL Careerists
current ADP system can accommodate this change because at least one Agency
Computer Services will be required to effect the 3-letter deli f l;ation, the
9. Although coordination with the Office of Personnel and the Office of
Career Service already.uses 3-letter designations.
10. It is recommended that you approve this Staff's working with the
Office of Logistics Divisions and Staffs and the Office of personnel to arrange
cc: Ea OL Staff and Division
The recommendation contained in paragraph 10 is approved.
Career Management Component Proposed Service Designation
O-D/L (include Planning Staff; O-EO,
Training Officer and GS-15 and
above positions and personnel)
Supply Division
Real Estate and Construction Division
Logistics Services .Division.;
Procurement Division
Printing Services. Division,.
P&TS (include GS-06 and below and GS-?7
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steno, positions and personnel)