CAREER SERVICE PANEL MINUTES OF THE MEETING 2 AUGUST 1971

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP79-00317A000100010011-7
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 8
• Document Creation Date: December 20, 2016
• Document Release Date: January 26, 2006
• Sequence Number: 11
• Publication Date: August 2, 1971
• Content Type: MIN

rr
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CAREER SERVICE PANEL
Minutes of the Meeting
2 August 1971
Chairman (Joined the meeting at 0915 hours)
Recording Secretary
1. The meeting was called to order at 0905 hours by
I
2. One item was added to the agenda for 2 August 1971 under new
business:
3. Minutes for 12 and 13 July 1971 were discussed:
a. I commented that (1) he felt the very informal
comments in the minutes for 13 July 1971 should not be circulated
because of sensitivity; and (2) the summary, as done in Item 8,
of the 13 July 1971 minutes was the function of the CSP; and it
should be done when the final competitive evaluation of GS-14s is
completed.
b. I moved that Item 8 in the CSP minutes of
13 July 1971 be deleted. seconded the motion. Vote
unanimous. Motion carried.
c. asked that the following sentence in Item 7
in the CSF minutes o 13 July 1971 be modified: I ....
...............on board." After discussion, the Recording Secretary
was requested to delete the sentence.
d. There was no motion made to approve the minutes for 12 and
13 July 1971.
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PROMOTIONS:
None
ADDITIONS:
reported the following:
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for Support Staff/ORD handling Logistics
and CIS. He transferred from Office of Logistics.
Secretary Steno, GS-5 to Support Staff/ORD on 26 July 1971.
LWOP - One Year:
RESIGNATIONS:
None
TRAINING:
None
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Phys Scientist - GS-13, P-C/ORD
reported to the Panel on Career Development:
a. New summaries of the answers received to the questions
presented to CSP members and ORD personnel on career development
had been circulated to the Panel members on 30 July 1971.
c. 0 stated that during the following months his
committee would work on preparing a statement which, when approved,
would be issued by D/ORD as the Career Development Program used by
ORD.
25X1A9A d. I instructed the Recording Secretary to continue
25X1A9A to include a report from on the agenda until the Career
Development Committee had prepared the final program.
CSP completed the Competitive Evaluation on GS-14s
listed on the following page.
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6. (Continued)
Division
Division
Rating
Rev
Rat
iewer's
ing
CSP
Rating
Months in
Grade
As of 6/71)
SPG
C
C
C
28.3
SPG
C
C
C
82.0
P-C
B
B
B
48.8
0
B
B
B
36.2
AN
C
C
C
63.1
AN
B
B
B
5.9
RP
B
B
B
11.0
AN
D
D
W
48.8
BSD
B
B
B
56.8
AP
B
B
B
12.4
AN
C
C
C
59.3
0
A
A
A
24.6
RP
C
C
C
45.8
P-C
B
B
C
36.2
AN
B
B
B
24.6
BSD
C
C
C
17.1
SPG
C
B
C
50.2
P-C
B
B
B
12.4
0
B
B
B
10.8
7. eviewed his employees as follows:
He is an outstanding man with the ability to get things done. This
capability is recognized especially within DDP and DOD circles because of the
R&D support he has provided in the past. These groups show continuous
confidence in him by continually asking for additional support. Examples of
such support are TFR operational development and aircraft installation,
radio-controlled aircraft, drone activity, and operational use of the variety
of IR sensors available. He does seem to have a roblem, however, because
at times he seems to alienate people. In judgment, this is 25X1A9A
caused primarily by his enthusiasm to get the job done which could have an
adverse effect on the thoroughness of coordination. He should plan his
activity so that everyone knows specifically what particular role is expected
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of them. stated he will help with his planning 25X1A9A
25X1A9A difficulty. I also stated the majority of I :J 25X1A9A
training has been in the technical area. He has attended the DD/S&T Career
25X1A9A Development course. is planning training for 25X1A9A
which might include the Managerial Grid or the Advanced Management P anning)
course.
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7. (Continued)
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I s managing 15 active projects. He is strong technically
and on a fast track. He needs additional training to enhance career develop-
ment. He hasn't had any managerial training; training has been principally
in the technical area. He has not had the Midcareer Development Course or
the DD/S&T Career Development course. The CSP members felt should
be removed from his projects and given more opportunity for training. It
was felt that it was the Division Chief's responsibility on how best to
accomplish this.
He has been with Optics three years: two years as an Air Force Colonel
and, for the past year, he has been an Agency reserve employee. He is an
efficient worker and has great tenacity in promoting his project He inter-
faces well with people and has demonstrated a capability to get an R&D
major program underway in the face of extensive interoffice coordination
requirements. Additional training should be considered for career development.
recommended that I training should be primarily
in the area of R&D planning and implementation techniques relating to large
operational systems. This is due to his .ontempla.ted involvement with
OSP type systems.
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8.
follows :
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submitted a written summary on
should be rated a "B." He has been doing a very creditable
job in the area of audio countermeasures. He is the project officer for 80%
of the endeavors AP is carrying out in the countermeasures area and,
further, he has been actively participating in the TSCC which is the
interagency countermeasures coordinating group. In addition to his very
high performance, he works well with others and is regarded with high
esteem by the staffers in TECH Division for whom a majority of his
countermeasures activity is being carried out. No training is scheduled
25X1A9A at this time. 0 did attend the DD/S&T Development Course in 1969.
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(Continued)
It was felt bye that as limited by his project.
I uggested that0 be prepared to enter the security computer
f
area. he
elt ad the right kind of qualifications.
said he would to urt er with about this.
comments on his employees were as follows:
Doing a very commendable job. There has been improvement in II
general performance. Two years ago, his performance reviews reflected a
lack of initiative, and it was felt he was not performing as a GS-14.
During this last year, his contribution on digital imaging processes hold a
great deal of promise. Analysis wants to train him in this area and enhance
his technical background. He is capable of being a GS-15, but it will take
a little time. He does interface well not only with people in the division
and Office, but has good relations with NPIC, TSD and OCS. He is not one of
the most aggressive people in Analysis but he has been doing a solid job.
He has taken a two weeks course in Image Enhancement, Coding and Recognition at
MIT in 1970.
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processes
and works
designer of
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He is on a fast track. He
should make more briefings and write more reports.
area and is known throughout the country as the
synthesizer. He shows every sign of going to GS-15 and
He received a QSI last summer. He is going to be
committed to the technical area for some time.
is ORD's newest GS-14. He is engaged i
and doing a highly competent job. He is working closely with OSI
well with OCS. He has performed well. He is an expert in the
supergrade levels.
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Contributions are very positive and worthwhile. He is a good candidate
for FBIS which has a GS-15 slot available. There is a question of whether
he should stay in Analysis, and there has been some preliminary discussions
about this situation. I felt a change would be good for
but possibilities do not exist for him in Analysis. felt he
should get into something along the lines of his background. At the present
time, he doesn't seem enthusiastic about what he is doing, and his super-
visor doesn't seem enthusiastic about erformance.
background implies much broader capability
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area is the digital systems processing branch. He
is doing an extremely excellent job. His major area of interest is concerned
with digital operating systems. He is highly knowledgeable in this area.
He is considered an expert in this field and is consulted by others in
the Agency for guidance. is broadening his horizon and aiming
towards a degree in Business Administration. He is a very excellent
supervisor of his project. He has been working with NSA and is well
respected. He is growing and should have a very important career in the
Agency. He shows good judgment. He has to show more growth before Analysis
can promote him. has had too little exposure and does not
articulate well. He has had a great deal of exposure outside of the Agency
but not in the Agency.
10. 1 -1 suggested that when doing the
the division chief submit a short paragraph on his
in order to quicken the process. I felt
summaries take time. He felt a list of the
employ
submitted by the division chief or reviewer.
He a
obtain points of view from the employee and
the su
competitive evaluation
employees to be reviewed
the extemporaneous
ee's faults should be
lso felt the CSP should
pervisor.
stated that an individual is going to be hesitant in
writing a paragraph and giving it to the supervisor. As guidance to division
chiefs, requested that they put out a short report on their
employee's rating, and the reviewer elicit any other information from the
employee. felt this should be a requirement placed on the
reviewer.
11. Discussion followed on the competitive evaluation assignments for
one year. 1 -1 stated this incorporates the following:
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9. (Continued)
(a) Do we want to do this?
(b) If we do, what mechanism will accomplish this?
eported he had received one written note from 1 ::1 and
talked with other members of the Panel on the above questions. General
agreement was that the annual system would be worthwhile to undertake, but
they had reservations as to implementation.
12. 0 moved that assignment of raters for purposes of competitive
evaluation will be made on an annual basis so the assignments are known to
the raters which will enable them to monitor the employee's activities and
make a more effective competitive evaluation. seconded the
motion. Motion tabled until the next meeting byl
requested that each member put into writing his views on this matter and his
idea of what mechanism could be used to carry out this program.
asked the CSP members to send this information
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25X11~9~ 13. recommended for promotion to
') GS-15. I moved that the CSP recommen :BSD/ORD
for promotion from GS-14 to GS-15. econ ed the motion.
It was noted that a GS-15 slot was not available in BSD. Vote was
unanimous. Motion carried.
14. Discussion on I followed. stated
25X1A9A that here was a case where the employee had been rated a "C" by the
CSP and whose fitness reports generally have been overall in the "S"
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25X1A9A category. has stated that because of project changes,
is not suited to carry out these "rnarnmc
stated that before ORD takes action outside of ORD, he felt it should
9 X1AQA be brought to the attention of the CSP to see if there are other
opportunities for him. I informed the Panel that
work deals with radio circuitry and he cannot do analytical work.
25X1A9A has declined to take a position with COMMO; doesn't want
25X1A9A to go to TECH Division. also declined a position with
25X1A9A Office of Logistics that had arranged for with uring
25X1A9A the summer of 1970. asked to talk with stating
there might be a suitable position in OEL. I stated he
could serve as a full-time consultant on three MBSD projects.
would be to get
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division chief can anticipate some kind of problem with their personnel,
they should bring it to the attention of the Panel. If ORD does not
have a place to use the employee, it will have to make every possible
effort to place him in another position.
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stated since
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where
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and if another assignment
autioned the CSP members that in cases where the
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Minutes - 2 August 1971
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cannot carry the work, 25X1A9A
cannot be obtained, the only other solution
additional training. 25X1A9A
instructed the Panel that if they had any ideas
Jould be useful, they should get in touch with AP.
15. Discussion followed on the importance of security on the. CSP
minutes of the meetings. brought to the attention of the
Panel that some secretaries are reading the minutes and official personnel
folders. The minutes and files are being sent out "EYES ONLY" and also
"TO BE OPENED BY ADDRESSEE ONLY." I also expressed
concern about the contents of the minutes being known to other than
just CSP members. I stated that material for the division
chief should come under their discretion and they are responsible to see
the material information does not get out. He asked them to instruct
their secretaries as to how they want this material handled.
16. The next meeting of the Career Service Panel was scheduled
for 13 September 1971 at 0900 hours. (THIS HAS BEEN CHANGED TO 0930
hours)
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17. Meeting adjourned at 1215 hours.
APPROVED:
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Chairman, CSP ORD
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CSP/ORD
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