Career Service Panel Office of Research and Development 12 March 1973

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP79-00317A000100060026-6
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 12
• Document Creation Date: November 11, 2016
• Document Release Date: August 10, 1998
• Sequence Number: 26
• Publication Date: March 12, 1973
• Content Type: AG

Approved For Release 1999/09//0
79-00317A000100060026-6
Career Service Panel
Office of Research and Development
12 March 1973
0900
Room 607 - Conference Room
1. Review of agenda for 12 March 1973
2. Review of minutes for 12 February 1973
3. Review of minutes for 21 February 1973
4. Report from Chief, Support Staff/ORD
5. Report from Chairman, CSP/ORD
6. Agency EEO Pro ram 25X1A9a
7. Fitness Re orts 25X1A9a
8. CSP Evaluation of Mar inal Employees
9. Training Request -
and
Mechanics of Natural Flight
30 April - 4 May 1973
UCLA
10. Nominee for Fellowship in Congressional
Operations - 1973 - 1974
11. Competitive Evaluation - GS-12s
12. New business
25X1A9a
25X1A9a
25X1A9a
E2 I14PDET
~~~~ C
L BY 464869
Approved For Release P79-00317A000100060026-6
 Approved For Release I 999/0 ~+ lDP79-00317A000100060026-6
E~ 1
MINUTES
CAREER SERVICE PANEL
OFFICE OF RESEARCH AND DEVELOPMENT
12 March 1973
Chairman
25X1A9a 25X1A9a
25X1A9a Executive Secretary
Recording Secretary
25X1A9a Special Visitor:
EO/ORD
(EEO Program)
25X1A9a Absentees:
1. The Chairman called the meeting to order at 0950
hours. 25X1A9a
2
25X1A9a
. inquired whether the Chairman had
received the
romotion recommendation for f
p
rom
GS-12 to GS-13
li
d
h
h
25X1A9a
. rep
e
t
at t
e recommendation had
been received and was being held by the Executive Secretary,
CSP at his direction because promotion recommendations on
25X1A9a GS-12s are usuall reviewed in May and November. The Chairman
suggested to that if he wished to make it an item
of new business, he should recommend that it be added to the
agenda. 25X1A9a
3. recommended that the following item be
added to the agenda for 12 March 1973 under new business:
25X1A9a
Submission of the Promotion Recommendation
for from GS-12 to GS-13
25X1A9a
25X1A9a
4. moved to approve the minutes of
12 February 1973 as written. seconded the motion.
The CSP members present concurre with the motion.
E2 IMPDET
CL BY 464869
11 W 0%
TPX M NLY
Approved For Release 1 P79-00317A000100060026-6
 Approved For Release 1999
-00317A000100060026-6
NW
5. The Chairman told the Panel members that the
minutes for 21 February 1973 were held and distributed at
this meeting because of the sensitivity of the information
contained in them. He stated two alternatives on how to
handle these minutes: 1) reading them at the meeting and
attempting to review the comments made, or 2) move the approval
of the minutes to the next meeting in order that the proper
review might be made.
25X1A9a 6. moved to table the minutes of
25X1A9a 21 February 1973 for approval at the next CSP meeting.
concurred.
25X1A9a 7.
ADDITIONS:
None
reported the following:
25X1A9a PROMOTIONS:
Admin. Asst. $ Training Officer,
SS/ORD from GS-8 to GS-9.
REASSIGNMENTS:
None
QSIs:
None
RETIREMENTS:
None
25X1A9a RESIGNATIONS:
, GS-15, Physical Scientist-Res., PD/ORD on
2 March 1973 to the Naval Electronics Command.
25X1A9a TRAINING NOTES:
a. GS-15, Phys Scien-Res., PD/ORD
was approved by D/ORD and OTR to attend the Advanced :Intelligence
S
h
25X1A9a
eminar sc
eduled for 14 March through 3 April 1973.
b. , GS-14, Phys Scien-Res., PAS/ORD
was approved by D/ORD and OTR to attend the Executive Mgmt.
Program, 1973, Pennsylvania State University from 24 June to
20 July 1973.
25X1A9a
Board
f
c. was selected by DD/S&T Career
to attend the Midcareer Executive Development Course
25X1A9a
rom
that
22 April - 1 June 1973. The Board strongly recommended
, DSEfP/ORD be submitted as ORD's
principal nominee for the next course.
seconded the motion. All members present
Approved For Release 19991 : - kYRDP79-00317A000100060026-6
 Approved For Release e11999/0910'1 CIA RbP79-00317A000100060026-6
EYES
7. (Continued)
25X1A9a
25X1A9a
U. GS-15, C/PD/ORD has been
recommended to attend the Federal Executive Institute,
1973. No word has been received from Office of Training
as to the Training Board selection.
R _ wanted it made part n f the record trot
25X1 9
a he would in no way support for nomination to the
Midcareer Executive Development Course. Discussion followed
25X1A9a between
working hours and the difference of opinion on judging a man
in part on how he observes the regular reporting hours:
8:30 A.M. to 5:00 P.M., or one who mi ht re ort in late but is
in the office after 5:00 P. M. relates working 25X1A9a
hours to job discipline, a consideration of significance when
one thinks of the organization first.
9. The following report was made by the Chairman:
a. The Career Development Plan has not been
signed by the D/ORD. He is not in disagreement with it,
but he feels that if the Division Chiefs are going to
discuss these matters with employees, ORD must have some
kind of follow-through.
b. The Personnel Development Plan, discussed at
the CSP meeting on 21 February 1973, has been postponed
until the situation becomes more stabilized in the Agency.
The results of the discussion at the CSP meeting on
21 February 1973 will be very valuable as base-:line work
when ORD resumes discussion on this Plan.
c. A promotion recommendation for
Secretary Steno, GS-6, LS/ORD was recommended for approval
to the D/ORD by the Special Panel on 9 March 1973.
25X1A9a d. The Special Panel made the decision that
GS-4, Clerk Typist., IP&A/ORD be recommended
to D/ORD for approval to attend the Better Office Skills
and Service Course given by the Civil Service Commission
when it is next on the schedule.
e. Competitive Evaluation for GS-13s will be done
in April. Worksheets should be returned to C/SS/ORD by
27 March 1973.
f. Promotion actions for GS-12s come up for
consideration in May and November.
25X1A9a 10.
joined the meeting at 1015 hours and briefed
the CSP members on the Equal Employment Opportunities Program
for calendar year 1973:
~ vv
Approved For Release I 999/0 1E KDP79-00317A000100060026-6
 i'-003I Approved For Release 1I7A000100060026-6
25X1A9a
10. (Continued)
EYES ONLY
I am not proposing to give you a status report. As
you can see from the memorandum, ORD-1268-73, dated 8 March 1973,
distributed to you, that ORD's personnel time for planning and
implementation of the EEO program for 1973 is expected to
total approximately 105-man hours for the remainder of the
calendar year. It would be expected that the Career Service
Panel would average one hour per meeting on discussion of
this program. The CSP will probably spend more than one hour
when they start to think about specific programs ORD might need
to get this program started. The fact that we need a program
is evidenced by the way Mr. Colby has been actively pushing this
25X1A9a program. I am ORD's representative to the DD/S&T on this
program. is actually called the DD/S&T representative.
The representatives from DD/S&T have met twice and both times
Mr. Colby has met with us, which attests to the fact that the
Agency is really serious about this program. William Bavis is
the Agency's Director of the EEO program. He is a senior
official on the IG Staff; and they keep pointing out that this
office is part of the DCI's staff. Recently, the have added
a woman to the overall Agency organization, 25X1A9a
who is functioning as the Deputy Director, rogram. In
addition, she has been appointed the Federal Women's Program
Coordinator for the Agency. Mr. Bavis has five senior officials
reporting to him. There are four full-time professional
counselors. These people are tied in with Personnel, but they
work more closely with the IG Staff. There has been no quotas
established in the Agency that you have to hire say 2% or 4%
of the black or minorities, but this does not mean stress isn't
being put on this. The Agency has made a positive commitment.
Mr. Colby states that he doesn't worry about intentions that
show up in a good plan, but he plans to do his grading at the
end of the year by the results. What he stresses is that we
don't do much good unless we show we have more people on board
in these areas such as the GS-9 or above black professional, or
the professional woman at the GS-12 and-above level. In the
25X1A9a memorandum, we have added Spanish-surnamed professionals to the
statistical area of interest. At the same time, we have asked
about Orientals, because we do have one professional,
We need to look at all of it. The only reason
I am presenting this is to be sure you understand that there is
high-level push on this. As the CSP meets, they must come up
with various types of programs. I have outlined some of the
things you might want to consider:
a. Identification of needs. Where in ORI)
can we use the black professional?
You might want to talk to
b. Where can ORD put its recruitment efforts? 25X1A9a
professional women.
, Chief of
Recruitment emphasizing the need to recruit blacks and
Approved For Release 1999/09/0'
-00317A000100060026-6
 Approved For Release 1999/09700;;,,A;RPBT9-00317A000100060026-6
25X1A9d0'
(Continued)
(Cont'd)
c. Discuss training plans for people who are
25X1A9a
already on board such as , GS-12. What are
25X1A9a
ORD plans for in the future? Perhaps you
might consider the Midcareer Executive Development
Course for her.
d. ORD should look at the training programs for
the people on board and come up with a follow-up plan.
The goals of Mr. Colby are:
a. Recruit qualified black professionals, GS-9
and above who have potential to move up.
b. Upgrade status of black professionals, GS-9
and above who are on board.
c. Enhance status of women professionals, GS-12s
and above, with particular emphasis on providing every
opportunity for advancement. Also, for those women
who are especially qualified, try to help them get to
the GS-14 and higher level. The Agenc 's hi hest level
woman and probably the only one is , a 25X1A9a
GS-17. All of this means is that ORD will have to
encourage meaningful assignments and pertinent training
programs for any black personnel brought on board, and
better assignments and career development planning for
professional GS-12s and professional women, GS-12s and
above, we can get on board. If we are successful in
earmarking areas and come up with a qualified candidate,
there is a possibility that ORD can get a slot to take
care of such a recruit. They might add one on this
year, but nothing has been said about the next year. If
we can show results and come up with a candidate in a
minority area, there was indication at the last meeting
with Mr. Colby that they would consider very favorably
coming up with a slot if we were over our ceiling. One
thing ORD could do would be to look at professional
blacks in the GS-9 to GS-11 level or higher and transfer
them laterally. There is no indication that we would
reduce our qualifications and requirements just to bring
on these people. Colby has stressed that he wants
results and not just good programs. Do you have any
comments or questions that I might answer for you?
Approved For Release 1999/09/EYIgtP79-00317A000100060026-6
 Approved For Release 199
25X1A9a 10. (Continued) EYES ONLY
25X1A9a
25X1A9a
=00317A000100060026-6
25X1A9a
There is an engineer, in OSI
that I would like to have. He is working in certain
communications areas. He went to one of the better schools -
Stanford, I believe, I can't recall. He would be useful to
ORD.
If we could offer him a better opportunity for
advancement, this would be in the Agency's favor, but it
would not help the Agency overall. It has been difficult to
find black professionals with the current image the Agency has.
The Agency will have to change the image. Mr. Colby has been
on recruiting sessions where he has talked with qualified
educators from black colleges where they have stressed black
recruiting. Mr. Colby has said that it gets embarrassing
when a man says, "You tell us this now. What was your record
a year ago, and what is it now." When we answer this, they
say, "You see, you weren't interested in getting them on
board." When the Agency gets a man who is qualified and
is interested in coming on board, he will ask about the type
of people he will be working for and the opportunities for
advancement. He will also say, "You tell me this now, but
show me how this has worked with the blacks in the past."
This is a very serious program, and we might say this is
reverse discrimination; but we still are faced with emphasis,
push, and stress in this particular area.
25X1A9a with assistance from and
25X1A9a
25X1A9a
reports in a standardized way so that theratings 1areymore
realistic. He requested that the committee come up with a
report in a 2-month time frame establishing a mechanism for
it.
25X1A9a
12. The Chairman then took up the matter of the CSP
evaluation of marginal employees:
It has been my concern in the past that the
employee at the "bottom" of the evaluation list be told so
that he recognizes that he is there. The employee should be
told that he has been rated by the CSP, and the Panel regards
the need for improvement in his performance or necessary
action will be taken.
Does ORD have plans to have a "selection out"
25X1A9a If an employee happens to be #8 in a rating of very
excellent and outstanding individuals, being #8 does not mean
that he is not performing well. My concern is with the
marginal employee who is not carrying his weight.
Approved For Release 1999/0sC,k,[)P79-00317A000100060026-6
f?f13~1Cl~'1r?n~TO n i
 Approved For Release 1999/09/01 CIA-RDP79-00317A000100060026-6
WWO, 1 - ' I -1.1 14" ?. 1AAW 14W
EYES ONLY
25X1A9a
25X1A9a
25X1A9a
The rating "Marginal" is also reflected
on the fitness reports.
I would like for the committee I have
appointed to devise a uniform procedure for rating
the employees. At this point I do not want to
prescribe a technique, but one could consider a
bell-shape curve or equivalent distribution. First,
in order to initiate action for severance, it is
necessary to establish a record that indicates the
employee's performance is marginal. This puts the
person on notice.
This evaluation does not necessarily
mean that the person is not performing, but only that
he is not performing as well as others.
25X1A9a Dr. Stevens wants the supervisor to tell
t e employees if they are marginal. It is the
supervisor's responsibility to tell these people where
they stand.
25X1A9a
I would like the CSP to let each
individual know where he stands and why. If there
is to be feedback, I recommend it be for people on.
top and for people on the bottom. I feel they should
be informed and encouraged so that there is not just
a negative feedback from this Panel.
25X1A9a 13. The CSP discussed the training request for
to attend the Mechanics of Natural
Flight course at UCLA from 30 April - 4 May 1973.
25X1A9a told the Panel that he had talked to
and suggested that he attend this course.
EYES ONLY
Nd V 9 `
Approved For Release 1999/09/01: CIA-RDP79-00317A000100060026-6
 Mae, POW A
UV ULI
Approved For Release 1999/09/01 CIA-R ~ 9- 00317A000100060026-6
5X1A9a 13. (Continued) EYES ONLY
25
1A9a moved that the CSP recommend approval for
to attend the Mechanics of Natural
1g t course at UCLA from 30 April - 4 May 1973; he also
requested the CSP approve attendance
seconded the motion. Four members concurred
one member abstained.
25X1A9a
25X1A9a
25X1A9a
25X1A9a
25X1A9a
the motion;
14. moved to recommend that be
nominated for a Fellowship in Congressional Operations,
1973-1974, provided he has an interest in attending. Motion
died for want of a second.
15. Competitive Evaluation - GS-12s (See attached
sheets).
25X1A9a
is responsible for the Image Enhancement Lab.
It bothers me to see him 8th on such a list because he is
doing a good GS-12 job. This could be understandable though
since we have some good people in this group.
His visibility to the Office is low and the rating
reflects this. We should provide him visibility through
briefings. Unfortunately, this has been displaced by other
activities that consume our time. As a consequence, we see
this happen. We should give him an opportunity to make a
presentation on his work.
has no "fire." He has no goal. He
25X1A9a doesn't want to "rock the boat" and get a promotion. He likes
what he is doing.
25X1A9a
25X1A9a
25X1A9a
25X1A9a He told h 11 -1
it
it
d
25X1A9a
25X1A9a
remain in a GS-12 slot. ng e will
you a
no
fire
no fire and had no ambition?
Yes. He is happy with what he is doing. We
don't adequately know the people we are rating.
That is not my impression of the individual. He
seems content and comfortable in what he is doing. He is doing
a good job running that particular lab. He seems reconciled to
the fact that if he remains doing what he is doi h
Tlm
Approved For Release 1999/09/' a I 79-00317A000100060026-6
 Approved F251 1 We 999109/01: CIAR fP79-00317A000100060026-6
t
nrvA nn_ 16? On 25X1A9a
is a physicist and has worked for me almost
since the time he came on board for ORD. He has definitely
been underexposed. When he first joined ORD, he was "green"
about a variety of things. He has a good technical. and
academic background, but he also has the kind of nature that
makes him want to do his own wiring and other things of a
practical nature. I had him in the field in charge of making
certain field installations in a complicated way, and that
has been the sort of thing that complements his technical,
theoretical background. described the work 25X1A9a
25X1A9a has been doin for OCS.) I want to put the
25X1A9a point across that may not be the best in making
an outward projection of himself, but he is a very strong
man in a broad sense.
25X1A9a 17. On 25X1A9a
25X1A9a To question on the rating of #6 by his 25X1A9a
supervisor, I feel that is very immature and has
shown lack of judgment. I do not want to assail his 25X1A9a
~5X1A9a technical abilit - it is great then read a memo
written by on recommending that the 25X1A9a
appointment to Career status for be delayed until 25X1A9a
1 December 1973.) told the Panel that this 25X1A9a
memorandum was going to Dr. Stevens for his signature as
per new regulations on preparation of fitness reports.
(Copy of memorandum is attached.)
25X1A9a 18. asked to withdraw his 25X1A9a
memorandum in li ht of past practices with peer 25X1A9a
25X1A9a group. said that he would not do this because 25X1A9a
we are suppose to rate harder. stated that it was
the responsibility of the Panel to (1) identify if there is
a problem with regard to an employee, and (2) identify the
origin of the problem and determine if the individual is at
25X1A9a fault or the situation he is in is causing the problem.
stated if the Panel didn't like the memorandum
being submitted to the D/ORD, it can recommend that it
disagrees with me. 25X1A9a
25X1A9a
25X1A9a
19. Discussion followed on _
and
Comparisons were made to
25X1A9a
A good technical man with a very
solid background. Very strong
in the micro high density digital
storage systems.
25X1A9a
Approved For Release 1999/0 _ / {' 79-00317A000100060026-6
 Approved For Release 199
19. (Continued) EYES ORL
25X1A9a
25X1A9a
-00317A000100060026-6
He is a doer and technically strong.
Should get his MS and Ph.D. It is
felt he will be more of a manager
than an engineer.
Quiet and highly competent. Working
in soft areas when compared to
physical science activities, 25X1A9a
has a wide range of
mathematical skills which she uses
effectively on project activities
requiring close coordination with
DDI offices. 25X1A9a
Has a lot of potential. Will be well
qualified when he completes his training.
noted that the extended
training has not improved his competitive
position in the short term.
25X1A9a 20. moved that the members of the CSP who so
wish to submit a revised ranking order on GS-12s, do so and
have tally the results; if it changes the order
in any way, let it become a part of the record.
seconded the motion. The Panel concurred. 25X1A9a
21. It was the decision of the Panel that in future
competitive evaluation exercises, the Panel would complete 25X1A9a
the ranking worksheet, submit to for tally,
and then discuss at the CSP meeting. After discussion,
the CSP would then complete the paperwork on evaluation
such as the final ranking and promotability list. Competitive
evaluation will now be a 2-month exercise. Competitive
evaluation of GS-13s will follow this new procedure.
25X1A9a
22. made a statement of intent to
25X1A9a promote from GS-12 to GS-13. 25X1A9a
23. In a coordinated effort
announced their intent to promote
GS-12 to GS-13.
25X1A9a
, from 25X1A9a
25X1A9a 24. stated that had also stated
he wishes to promote from GS-12 to GS-13.
25X1A9a
I 'A
Approved For Release 1999/09/O A1W 79-00317A000100060026-6
16-0 L-1 V-V11 11-
 Approved For Release 1999103 P7'9-00317A000100060026-6
25. The Chairman stated that the promotion actions on
GS-12s would be considered at the May meeting.
25X1A9a
26. The next CSP meeting was scheduled for 2 April 1973.
27. moved to adjourn the meeting.
seconded the motion. All concurred in the motion.
25X1A9a
28. Meeting adjourned at 1150 hours.
25X1A9a
Executive Secretary
Career Service Panel/ORD
APPROVED:
25X1A9a
Chairman, ar er vice Panel/ORD
Approved For Release I 999/09% 11 -IMF P79-00317A000100060026-6