SECTION 1. POSITION EVALUATION DIVISION SEMI-ANNUAL REPORT (1 JULY 1956 - 31 DECEMBER 1956)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000100060008-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: September 11, 2000
• Sequence Number: 8
• Publication Date: December 31, 1956
• Content Type: REPORT

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PosITIc EVALUATION DM-3I0
LF
S
(1 July 1956 - 31 December 1956)
E
. ANNUAL REPORT
SECTION 1. Progress and Accomplishments during the period 1 July 1956
through 31 December 1956
The continuing purpose of the Position Evaluation Program is
to achieve and maintain a sound salary and occupational structure for
the Agency. This includes keeping abreast of developments in salary
and wage administration in private industry as well as the government,
and exploring the possibilities of adapting newly developed systems and
practices for Agency use.
Major accomplishments during the past six months' period., in
addition to the normal T/O reviews and position analysis surveys, include
the development of a supergrade job evaluation plan; a proposed Agency
Salary Administration policy; development of the details of the competi-
tive promotion policy; publication of an Agency Occupational Handbook;
and development of a comprehensive guide to govern Agency salary and
wage rates used for all types of personnel actions..,
A statistical summary of major activities is as follows:
POSITION ANALYSIS SURVEYS COMPLETED Workload 23%
r anizat .on
Office of the DCI
DD/S Area.
DD/I Area
DD/P Area
Reason for Survey
Reorganization & Documentation
n Ir n
ft tt sr
TOTAL
POSITION AND QUALIFICATIC0 STANDARDS
.. COMPLETED AND/.OR.PUBLISIIED, . Workload 5%
Position Standards Number
Position Coverage
Published during period 1
Interim Publication 6
Tni;eari m Qp l i fi nation Standards
Published during period 34
Completed and being coordinated 8
TOTAL
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REVIEW OF 3NDIVIDUAL POSITION & PERSONNEL ACTI(iS Workload 5%
Actions affecting assignment., reassignment, promotion, etc. 643
TABLE OF ORGANIZATION REVIEW & DISTRIBUTION Workload 23%
Organization Purpose No. T/O Changes No. Positions
Office of DCI Reorganization & Documentation 1
DD/S Area n n 136
DD/I Area 123
DD/P Area n '~ e
TOTALS 613
GRADE TRENDS ON TABLES OF ORGANIZATION
Upradings Downgradings Net Change
543 97 446
SSPECTAL LTUDIES AITD STAFF SW ICES Workload 34%
1. Development of a Factor Comparison Point Rating System for
the evaluation of supergrade positions resulted in describing and rating
all proposed supergrade positions. This now affords the Agency a formal
systematic program for justifying required supergrade positions.
2. Performance of staff work involved in the development of the
Competitive Promotion System which now provides an orderly and equitable
means for evaluating, selecting and promoting Agency personnel consistent
with operational requirements and emphasis; and provides for Personal Rank
Assignments under controlled conditions.
3. The formulation of a revised Agency Salary Administration
Policy which will be proposed to replace the stated policy of "adhering
to the Classification Act." This policy would incorporate recent innova-
tions initiated in the Agency. which are proving successful in solving
operating problems and will place a responsibility on operating officials
to actively participate in a comprehensive and realistic salary administra-
tion program.
4? Publication of the Agency Occupational Handbook of Positions,,
which defines and codifies all Agency positions, according to basic occupa-
tional characteristics.
5. Preparation of a proposed Office of Personnel Memorandum (OPM)
covering salary and wage determinations for all types of Agency Positions
and Personnel Actions.
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6. Initiation of survey which resulted in publishing Tables of
Organization on a quarterly basis. This has already reduced regularly
scheduled Machine Records Division overtime and eliminated handling and
posting of eight T/O runs a year by all Agency components, and has thus
resulted in substantial savings of time and money.
7. Initiated an adaptation of the position numbering system to
permit automatic slotting of personnel occupying the same position on new
T/O runs. This has eliminated the need for operating components to insti-
tute actions on all personnel when a new T/0 is issued. It also will
facilitate computation of the Career Service Staffing Authorization by
greatly lessening the backlog of unassigned personnel. A substantial
reduction in the number of personnel action requests to be prepared, re-
viewed, approved, and converted to SF-501s, Personnel Action, and a con-
sequent saving in monetary savings is assured.
On-the-job training - 5%; Formal training in Office of Training - 5%.
Overhead, including supervision and miscellaneous staff activities,
is prorated among the preceding activities.
SECTION 2. Program Plans for 1 January 1957 - 30 June 1957
POSITION ANALYSIS SURVEYS
Surveys are currently in process in all major components of the
Agency. This includes field trips to Europe and the Far East to complete
an Office of Communications field survey. During the current six months,
survey objectives are as follows:
Organization No. of Positions
DD/S Area
DD/I Area
DD/P Area
TOTAL
POSITION AND QUALIFICATION STANDARDS
Program plans for the current six months are as follows:
Position Standards Number Position Coverage
Publication 6
Proposed 6
Inte-rim--Qualification Stan
Publication 40
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REVIEW OF INDIVIDUAL POSITION AND PERSONNEL ACTIONS
Anticipated actions affecting assignment, reassignment, promotion, etc. 500
TABLE OF ORGANIZATION REVIEW AND DISTRIBUTION
Anticipated T/O changes which will be reviewed at the current rate of
requests.
No. of T/O Changes No* of Positions
600
SPECIAL STUDIES AND STAFF MVICES
1. Development of an Agency Compensation System which will permit
the recognition of outstanding work performance and monetary recognition
of the development and growth of personnel in a job without distorting the
Agency grade structure. This plan will provide for salary ranges more
comparable to private industry, flexibility in recruiting salaries, and a
system of merit wage increases based on performance.
2. Refinement and adoption on an Agency wide basis of the flexible
T/O currently being used in the Office of Communications. This will permit
maximum utilization of allotted personnel in accordance with operating
requirements without the red tape and time now required to change the basic
T/d.
3. Develop realistic and mutually agreed upon position evaluation
standards.by obtaining full participation of the operating officials.
This approach is currently being followed in the preparation of Scientific
Intelligence Officer Standards in conjunction with OSI supervisory and
staff elements.
4. The concept of establishing useful standard position descrip-
tion to curtail drastically the total number of position descriptions
required.
5. Place greater emphasis on the collection, review, and use of
salary and wage data to be obtained by surveys of industry and government
by the Position Evaluation Division.
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