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-RDP78-07181R000200050056-1
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 4
• Document Creation Date: December 19, 2016
• Document Release Date: October 18, 2005
• Sequence Number: 56
• Publication Date: December 15, 1966
• Content Type: MEMO

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CENTRAL INTELLIGENCE AGENCY
Memorandum of Conversation
DATE: 15 December 1966
Continued Meeting on Development of Requirements for the 19 Interface
System in the Human Resource Area
COPIES TO : Participants
STAT
Old Business - Ceilings, Staffing & Devel. Comps.)
The question of recording "00" grades on staff project positions on the TbO
was raised since budget and finance officers have to look,,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. greed to look into the matter$TAT''
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 ne ro supervisors)
or for selection of people for training courses, etc. stated the STAT
question is not so much the desirability of the tag as a ow you would define the
criteria (i.e., what is a supervisor)?
ecormnended that the language requirement be deferred until discussed
on,
I questioned the recording of ceiling,in the system and if ceiling,
why no 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 was-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 ggrades established on the TbO and is approved or dis-
approved by Ch/OPPB. In other words, the average grade authorized is in fact the
FORM 7O. 113
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average of the approved grades on the T/O which is computed monthly. The average
.salary item is now dormant but in any case was 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-ell Agency
figure.
(EMPLOYEE STATUS SYSTEM - continued from last meeting)
S AT xeked that employee number would be used andi stated STAT
that the . Human Resources Group were hopeful it could be the social security number.
Many employees either know their S8 number or have which will help identify documents coming in. STAT
SAT all expressed doubts that we co ea or e 85. number as
the number is not internally controlled by the Agency and that there is some chance
that a list of SS numbers could be deciphered by an outsider. To overcome objections
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 as common reference number
for employees (83 number or other) should be EXPLORED.
In reference to item 30, NTE (Not to Exceed), xplained that the STAT
itezm was designed to control expiration dates on such items as salary retention,
temporary reserve appointments, LWOP, etc. wondered if the terminology STAT
~TE might not be changed to read "suspense or some other term which would
have more meaning than "M."
discussed the relationship between item 7(d)
,
Type of Exployee, and item 27, Career Membership. pointed out that STAT
item 27 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 special 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 27 to read "Type of Appointment" Instead of "Career Member-
ship." (Reference: RR 20-2)
(New Business)
In regard to item 31, LCD (I ngevity Computation Date: ), oted that STAT
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 CIAR&DS, perhaps we need a new type of date for
Agency longevity creditable for selection into the CIAR&DS, etc.
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The group had no suggested changes to make in the case of item 33, Sex $a
Rags, and item 34, special Reference.
In regard to item 35, Veteran's Preference, pointed out that the STAT
item was often inaccurately recorded by appointment c erks e.g., if the clerk could
not quickly interpret veteian's preference from the file, the clerk 'would simple
record "0" and let it go at that). Since this practice the ov a teran' a Preference record is of questionable svalue iin theopresent tystem,
111tated that he would check into the matter.
In discussing the new item 38, 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.
I that item 39,' Overlap Serial Number, was designed to
fine out who was overlapping who in the case of summer-only employee, overseas
replacements, etc., by recording the serial number of the outgoing incumbent, Mr.
I xpressed doubts that it would work.
In the case of items 40 through 53, xplained that the items STAT
represented a form of input which either updated or established items in the master
payroll or provided the base for printout of certain statements on Notifications of
Personnel Action automati
l
ca
.y printed by the computer.
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CEILINGS,, STAFFING AND.DEVELOPMENT COMPLEMENTS
1.
Identifiers & Type of Message
1
Type of Message
2.
Ceiling
(2
)
Ceiling
3.
Total DQva Comp, SpaQQs
5
Total Dovt Comp. Span@&
t+:
No. of Dev. Comp. Spaces Dy Grade
~4
~
No. of Dev. Comp. Spaces By Grade
5?
Organ. Design.
(5)
Organ. Design.
6.
Position Title
Position Title
7.
Schedule
(7)
Schedule
8.
Occ. 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
(
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
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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