SALARY AND WAGE DIVISON ANNUAL REPORT 1 JULY 1964 - 30 JUNE 1965

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000200070007-0
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 8
• Document Creation Date: November 17, 2016
• Document Release Date: July 28, 2000
• Sequence Number: 7
• Publication Date: June 30, 1965
• Content Type: REPORT

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SALARY AND WAGE DIVISION
ANNUAL REPORT
1 July 1964 - 30 June 1965
SECTION I. Major Accomplishments and Developments During Fiscal Year 1965
The objective of the Division program is to conduct a comprehensive
program of position management and compensation throughout the Agency in
order to establish and maintain pay structure and organizational alignment
which are internally consistent, maintain comparability with the Federal
Government and industry and achieve grade stability. The responsibility
involves participating in the development of over-all personnel policies,
standards and regulations, with emphasis on position management and
compensation; reviewing the organization and functions of Agency components
and recommending changes in organizational structure, realignment of
functions for effective operations, realistic manpower requirements, and
employee utilization; establishing grade and pay levels of Agency positions;
wage administration for domestic and foreign local positions; establishing
and maintaining an occupational coding structure and MANS coding system;
monitoring average grade and salary levels; establishing special rates and
schedules; authorizing establishment and changes to the position and organi-
zation structure.
Major accomplishments during the year included Agency wide surveys to
establish and maintain proper alignment and grading patterns; continuing
tgrgrade
review of staffing and development complements; maintenance of
Bureau average
and salary controls consistent with the requirements
Budget; review and evaluation of all supergrade positions and ceilings to
establish present and future requirements; review and revision of the
occupational handbook to cover changes in occupational structure; review
and modification of the MANS coding system to properly identify the nature
of work of positions; development of occupational categories for positions;
evaluating organization and compensation structure of proprietary organi-
zations; conducting studies of grade and pay practices throughout industry
and Government.
A statistical summary of major activities is as follows:
I)OC.i lME iT NO
NO CF1 h" GE IN $[.; 1
12.1 r{'MA 029 725
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POSITION SURVEYS AND INDIVIDUAL ACTIONS Workload - 29%
Number Number Positions Descriptions Positions
Organization Surveys Positions Audited Written Classified
DCI 0
DD/S 7
DD/I 4
DD/P 15
DDIS&T 2
TOTALS 28
Position surveys were conducted by reviewing Agency organizations to
insure effective patterns and alignment and developing documentation con-
sistent with current functions. Included were of numerous overseas posts of
the DD/P,
positions. Evaluation and classification wwP based on various standard
techniques including ranking, internal comparison, comparison with
standards and with positions throughout the Government and Industry.
STAFFING COMPLEMENT REVIEW AND DISTRIBUTION Workload - 8%
S/C Requests SIC Changes No. Positions
Organization
25X9A2
25X1A
DCI
DD/S
DD/I
DD/P
DD/S&T
TOTALS
The number of positions covered in Staffing Complement changes is
somewhat lower than for the preceding year because of increased stability
in organizations. However the number of changes have remained approximately
the same-.
GRADE CHANGES ON STAFFING COMPLEMENTS
tion
i
O
Proposed
Upgradigs
railings
Downgradings
Net Change
za
rgan
1
-1
DCI
1
13
27
-14
DD/S
65
30
25
+5
DD/I
60
140
-28
DD/P
145
112
7
+2
+2
/S&T
20
DD
201
-36
TOTALS
291
165
The number of upgradings and downgradings have been fairly closely
balanced during the year in maintaining an average grade and salary control
system.
25X9A2
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Organization
PLANNING PAPERS
No. Planning Papers
Workload - 2%
No. Positions
DCI
0
0
DD IS
6
DD/I
7
25X9A2
DD/P
15
DD/S&T
2
TOTALS
The number of planning papers has been reduced from the preceding
year since many organizations have continued with relatively little
over-all change. In cases where there have been no over-all changes other
changes have been covered on the Staffing Complement Review and Distribution.
AVERAGE GRADE MAINTENANCE Workload - 2%
Organization
DCI
10.380
10.310
DD/S
9.273
9.279
DD/I
9.884
9.891
DD/P
10.146
10.181
DD/S&T
10.606
10.632
AGENCY
9.82
9.887
Average grade maintenance involved insuring that upgradings were
compensated for where possible by corresponding downgradings and
uncompensated upgradings were appropriately justified.
PAY CHANGES (Prevailing Rate Positions)
Workload - 2?%
Number Changes or
Position Category New Schedules
No. Titles
or Rates
New Titles
GA
5
26
5
GP
8
48
1
LB
1
22
0
WB
9
117
0
RM (Radio Maintenance)
0
0
0
FN (Foreign National
and Local)
14
27
2
TOTALS
37
240
8
These changes are made at irregular intervals based on wage surveys
elsewhere in the Government local changes.
25X1 C
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Number
POSITION STANDARDS, GRADING PLANS AND TECHNIQUES Workload - 1%
Positions Covered
100
Standards. were limited to the preparation of standard job descriptions
and qualification requirements during the fiscal year.
EXTERNAL WAGE AND SALARY DATA Workload - 2`%
Number Documents Number Wage Categories
20 525
This function involved securing information on pay and personnel
practices in private industry and other Government agencies for general
compensation purposes and for survey comparisons. Documents collected
included standards and guides, copies of position descriptions and pay
plans and statistical information on pay fixing methods and procedures.
SPECIAL STUDIES AND STAFF SERVICES Workload - 39%
1. A partial revision was made of the Agency Handbook of
Occupational Titles and Codes to provide for changes in titles and codes
required by continuing modification in the position structure.
2. A detailed study over a period of several months was made of the
compensation plan and personnel practices of the as a 25X1C4a
result of which a new pay schedule was developed.
3. A detailed study of the supergrade structure in the Agency was
initiated to establish present and future requirements.
4. Advanced rate schedules were established for scientific, engineer-
ing and medical officer positions in the Agency to take effect on the
effective date of the Federal Employees Salary Act of 1964.
5. A study was made of positions at GS-14 and above to develop a
method of control to insure that totals approved by the Bureau of the Budget
were not exceeded.
6. A review was made of the proposed MANS code for all Agency positions
and necessary changes were developed to identify the nature of work of
positions appropriately. All positions were thereafter coded in accordance
with this MANS coding system. In addition an occupational category coding
system was developed to identify positions as professional, technical,
commo specialist., and clerical, and positions were appropriately coded.
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7. An Agency grade control system for Agency positions was
developed to insure that the average grade and salary levels of positions
do not exceed the requirements established by the Bureau of the Budget
and to insure that the limitations on positions at GS-14 and above are
not exceeded.
8. Numerous studies were made of industrial pay practices applicable
to technical and professional positions.
9. A study was made of pay of clerical employees in industry as
reported by the National Office Management Association and the Bureau of
Labor Statistics.
10. Various changes were made in pay plans for foreign service local
and national positions to conform to local practices relating to compensa-
tion, allowances and benefits granted in the foreign areas.
11. Statistics were developed on a continuing basis relating to
ceiling, grades, and staffing of components for use in the manpower
control system.
FORMAL TRAINING 3%
OTHER OVERHEAD - PRIMARILY LEAVE 12%
SECTION II. Objectives for Current Year and Status of Current Program
(1 July 1965 - 30 June 1966)
During the current year it is anticipated that additional surveys will
be initiated in all components of the Agency. Estimated coverage for the
current year is as follows:
Organization Number of Positions
DD/S Area
DD/I Area
DD/P Area
DD/S&T Area
TOTAL
The annual review of staffing complements should equal or exceed that
for the preceding year - approximately
25X9A2
25X9A2
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PLANNING PAPERS
Planning Paper review should cover approximately the same total number
of positions as for the preceding year -
Average grade will continue to be maintained for all components of the
Agency with upgradings compensated by downgradings on a grade-by-grade
basis except where adequately justified to the Executive Director, in order
to maintain grade stability.
PAY CHANGES (Prevailing Rate Positions)
Approximately the same number is estimated as for the preceding year -
37 changes affecting 240 titles or rates.
There is less emphasis on this program since a large part of the work
is covered under specialized comparison and ranking methods. An estimate
is five standards affecting 100 positions.
It is estimated that approximately the same number of documents, 20
affecting 525 wage and salary categories will be accumulated.
It is estimated that special studies and staff services will continue
as in the preceding year. The maintenance of changes in scientific and
engineering pay schedules is a continuing function upon any change in the
General Schedule for Federal Government positions. In addition, continuing
studies will be necessary in the Agency handbook, in regulatory material,
in the manpower control area and in various other areas of position manage-
ment and compensation practices.
25X9A2
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SECTION III. Program Outlook for Budget Year (1 July 1966 - 30 June 1967)
Surveys will continue to be directed toward the goal of effective
manpower utilization, the maintenance of current organizational documenta-
tion, effective grade alignment, and general grade stability.
STAFFING COMPLEMENT REVIEW AND DISTRIBUTION
PLANNING PAPERS
AVERAGE GRADE MAINTENANCE
Changes under these categories will be continued as previously in
order to maintain organizations capable of effectively carrying out varying
administrative, technical and professional Agency functions.
PAY CHANGES (Prevailing Rate Positions)
It is anticipated that this function will continue essentially the
same as in the past.
POSITION STANDARDS AND GRADING PLANS
In view of greater emphasis on ranking and comparison techniques less
emphasis is necessary on this function than in the past.
EXTERNAL WAGE AND SALARY DATA
Accumulation of information and data of this type will continue to, be
an essential function in order to insure that Agency pay and benefits
compare favorably with the Federal Government and private industry.
SPECIAL STUDIES AND STAFF SERVICES
Increased emphasis on the compensation aspects of manpower control and
on the various details of pay, employee utilization, and organization
review, and in the development of pay systems and techniques is expected.
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