SF CAREER SERVICE COMPETITIVE EVALUATION PANELS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01341A000100020002-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 6
• Document Creation Date: November 17, 2016
• Document Release Date: July 10, 2000
• Sequence Number: 2
• Publication Date: January 27, 1966
• Content Type: MF

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2 7 JAN 1966
25X1A
MEMORANDUM FOR: SF Career Service Competitive Evaluation
Panel
SUBJECT SF Career Service Competitive Evaluation
Panels
attached instructions.'
1. The five-panels designated in 1965 to make competitive evaluations
of SF
of theCsixeoperating Ds ivisions oncyeapanel
Chairman will be selected by the panel from its membership at each meeting
on a rotating basis. The Chief of Support will act as Executi .,,..Secretary
for the purpose of calling meetings and preparing the agenda.
-nL1zaPp~..taff artil ~t rP~~r ~:_secreta.ry for. the paz,el.
2. The panel will evaluate and prepare a separate l sting bar rac1
of all em la Tees ,rl rades } _1;3' The panel in making its evaluations
will prepare revised orm 2404 dated January 1966, in accordance with the
3. The panel will consider Fitness Reuorts, academic records, training
records, previous assignments, commendations, meritorious promotions, records
of previous employment, and other pertinent information which the Support
Staff will make available. Senior Finance Officers outside the Office of
Finance may be requested to make an informal preliminary evaluation of SF
Career personnel under their supervision in order to provide the panel with
more complete information on personnel who may not be known to the panel.
4. The panel is requested to complete their evaluation of all employees
not later than.,28 February 1966.
/ R. 11. FUCHS
Director of Finance
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GROUP 1
Excluded truni automatic
down rad:ng and
decia?slticatlon__
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INSTRUCTIONS FOR COMPLETING SF CAREER SERVICE
BOARD COMPETITIVE EVALUATION LISTING
FORM 2406,
PURPOSE OF FORM
The Competitive Evaluation Listing is designed for two purposes. First.,
to determine by a point system the competitive ranking of employees for use
by the Career Service Board in considering promotions, and second, to provide
an inventory of personnel showing the kinds and degree of skills they have
to be used in making position assignments.
PREPARATION OF THE FORM
A separate listing will be prepared for each grade containing the names
of all employees in the grade. Ratings and points will be given employees
for the following elements:
SKILLS
Under each of the skills Budget, General Finance, Systems, and
Audit, rate in column (a) the degree of skill demonstrated by the
employee in his actual work performance, and in column (b) the
degree of potential the employee is deemed to have in the skill
("H" High; '''M" Medium; "L" Low; "0" None).
Points will be given for performance in the duties assigned primarily
during the last Fitness Rating reporting period. However, other reports
may be considered. The points for an employee should fall within
the range of 40 to 50 for the employee whose "Overall Fitness Rating"
is "0"; 30 to 39 for "S"; 20 to 29 for "P"; 10 to 19 for "A".
POTENTIAL
Points will be given for the degree of overall potential that the
employee is deemed to have. Potential in this content is intended
to mean the indicated ability, by reason of education and demonstrated
performance, to assume greater responsibilities and/or other duties.
Points should be based on the ratings given for potential for each
of the four skills Budget, General Finance, Systems, and Audit.
QUALIFICATIONS
Points will be given for qualifications resulting from education,
training, related non-Agency work experience, and language ability.
Points will be limited to 15 inasmuch as some of these qualifications
will be considered in crediting points in potential.
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FLEXIBILITY
Points will be given taking into consideration the degree to
which the . 1oyee is limited in his flexibility by reason of
capabilities, his personal desires, medical problems, and family
situation, for rotational assignments both domestic and abroad. Five
(5) points will be given for unlimited flexibility. "Unlimited
Flexibility" is the employee's capability to be assigned and his
sincere willingness to accept any assignment at any time, if the
same conditions and personal circumstances which pertain at the
time of indication, continue. Less points will be given to the
degree that there is less actual capability and commitment.
LENGTH OF SERVICE
One point will be given for each approximate two years' service
qualifying toward retirement, not to exceed 10 points.
OTHER CONSIDERATIONS
Points will be given for demonstrated skills, versatility, experience,
and unique or special qualities not otherwise reflected in the
above elements.
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In compliance with - the SF Career Service Board was established
with the Director of Finance as Head of the SF Career Service and the following
Staff and Division Chiefs as members of the Board:
Chairman Deputy Director of Finance
Member Chief, Support Staff
Member Chief, Policy and Planning Staff
Member Chief, Accounts Division
Member Chief, Certification and Liaison Division
Member Chief, Industrial Contract Audit Division
Member Chief, Monetary Division
Member Chief, Compensation and Tax Division
Member Chief, Proprietary Systems and Accounts Div.
Member Designee of Office of Planning, Programming
and Budgeting
Administrative Officer Non-voting - Provides technical advice
and assistance to the Board.
In the justified absence of one or more of the specified members, his
deputy will attend. Meetings are held periodically upon call by the
Chairman.
The mission of the SF Career Service Board is to direct SF.Career
Service Program within the Agency. It is responsible for the monitoring
of the application and functioning of the personnel program as it applies
to members of the SF Career Service including:
(1) Improving and strengthening personnel administration
within the SF Career Service;
(2) Planning the utilization and development of such
individuals, including their training, assignment,
rotation, and advancement;
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li% t l3;.~i?d
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(3) Reviewing fitness reports of all SF personnel;
(4) Planning the rotation and reassignment of such
individuals to enable the SF Career Service to
meet long range personnel requirements through
orderly processes;
(5) Reviewing requests for personnel actions to
reassign, promote, demote or separate such
individuals and recommending appropriate
action to the Director of Personnel;
(6) Furnishing certification to the Director of
Personnel for approval of Personal Rank
Assignments for SF personnel;
(7) Furnishing certification to the Director of
Personnel for approval of Qualify Step
Increases for SF personnel;
(8) Reviewing proposals for the training of such
individuals and recommending their participation
in Agency-sponsored training;
(9) Selecting of SF Careerists for Executive and
Mid-Career Development;
(10) Reviewing competitive evaluation listings of
SF personnel in Grades GS-7 through GS-l3;
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(11) Recommending selection of SF personnel for
Career Employee Status ( ; and
(12) Notifying Offices of Security, Personnel and
Medical Services when employees are nominated
for overseas assignment.
All SF employees in grades GS-7 through GS-13 are,competitively
evaluated annually. On or before 1 April each year, the Administrative
Officer submits lists of SF employees by grade to the Competitive Evaluation
Panel which is composed of Staff and Division Chiefs and PPB designee.
These lists are reviewed;individual;ly by each member of the panel and their
-evaluations are then collectively reviewed at a Panel Board meeting where
an overall evaluation of SF employees by grade is formulated on the basis
of their performance, training, experience and potential in the four
functional skills (Budget, General Finance, Systems and Audit). These
lists then are submitted to the Chairman of the SF Career Service Board
and are used in considering promotion of SF personnel in grades GS-7 through GS-13.
One of the reference materials used at each SF Career Service Board
meeting is the Career Service Grade Authorization (CSGA) which is adjusted
monthly to reflect any projected new or deleted SF positions, any non-SF
personnel occupying SF positions, and any SF employees occupying non-SF
positions. This report gives a complete headroom analysis which enables
the Board to determine how many employees it can promote from one grade
level to another.
Rotational assignments are also considered at the SF Career Service
Board meetings.
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