PERSONNEL OFFICER TRAINING COURSE SECOND EXAMINATION

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R001000120003-9
• Release Decision: RIFPUB
• Original Classification: S
• Document Page Count: 9
• Document Creation Date: November 17, 2016
• Document Release Date: June 30, 2000
• Sequence Number: 3
• Publication Date: June 25, 1959
• Content Type: MISC

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PERSONNEL OFFICERTRAINII COURSE
Second Examination
25 June 1959
(Do not write your namm on any of
the other pages.)
True-False
16
Multiple Choice
18
Short Answer
64
Discussion (4 Questions)
70
Total Points
168
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PERSONNEL OFFICER TRAINING COURSE
CON,
Z4141
General Instructions: The examination will take most of the two hours
to complete. Therefore, work rapidly, especially on the first items.
If you find yourself spending too much time on an item, move on to the
nett one and come back to the difficult item when you have finished the
rest of the comm. The test is set up so that you move fro~a items with
a simple fort to discussion questions. In view of this, be sure to
leave ample time for the end of the exam. BE SURE TO READ ALL INSTRUC-
TIONS FOR THE VARIOUS PARTS OF THE TEST CAREFULLY. THE WEIGHTING OF
THE ITEMS IN THE TOTAL SCORE IS GIVEN IN PARENTHESES AFTER THE
INSTRUCTIONS.
Instructions for True-False Items: Read each statement carefully. If
the statement, as written, is essentially true, place a plus mark (+)
in the blank space in front of the statement. If the statement is
essentially false, place a zero (0) in the blank space in front of the
statement. If you do not know the answer, guess. Your first response
to its of this type is often the best.
(Items are worth one point each.)
Q Under the National Security Act of 1947, the Director
of Security, CIA, is responsible for protecting
intelligence sources and methods from unauthorized
disclosure.
Those selected for membership in the Career Staff
are designated as career employees and this member-
ship is limited to Staff Employees and Staff Agents.
The Heads of the Agency's Career Services have
responsibility for the utilization and evaluation
of personnel assigned to their Career Services but
do not have responsibility for the advancement of
these people. Such responsibility lies with the
Director of Personnel.
101-a +
105-a
V
The Board of Directors of GEHA, Inc., determines
policy and is made up of 3 members from DDP.. DDI,
and DDS.
Al]. fuiltime Agency employees are eligible to
purchase GEHA coverage.
Payments for reimbursements under the Specified
Dread Diseases contract will be made regardless of
the amount reimbursable under any other type of
contract or from leave, B.E.C., etc.
107-a X-rays, lab tests, etc., are reimbursable if they
are necessitated by illness or accident and are
performed in a hospital or d-gl,3nic~
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108-e. + The only limitation from a physical requirement
standard, in the case of new employee applying
within 60 days of EOD, is the nine-month
period for maternity. (Mutual of (b aha)
109-a C) WAEPA and UBLIC are both Group Tenn We Insurance
contracts, similar to World War II terns insurance,
and, therefore, cannot be?converted to any plan the
underwriter writes other than term insurance.
123-a A career agent is a type of contract employee.
127-a -_' A Contract Employee is entitled to Civil Service
Retirement when he has transferred without a break
in service from a position subject to Civil Service
Retirement deductions to the status of an employee
of the Government under contract.
130-a The Staff Agent letter of appointment is a
negotiated contract.
131-a Contract Agents may be granted standardized or
special allowances or differentials as such.
132-a --
A differential is an additional increment of
compensation granted to personnel serving at
"hardship" posts and as such is considered as
taxable income.
133-a An allowance is a taxable increment granted to
personnel to compensate for costs at the post.
401-a When an employee wishes to remain in the employ
of the Agency following marriage to an alien, he
must obtain permission to m,~ grr or his resignation
will be accepted.
CONFIDENTIAL
tvqck~
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Instructions or }4i1ti+ice Ties: For each of the following items there
are several alternative answers. Only one of these alternative$is correct.
Indicate the one answer you think beret fits the question or statement by marking
an "Xn through the letter that precedes your choice.
(Items are worth two points each.)
060-a Once a disciplinary action has been proposed by the Head of an Office,
the individual*s Career Service Panel or Board has the following interest
in the action:
a. Transmitting the paper work to the Office of Personnel
b. Getting the latest dirt on the employee
Information for future career planning and utilization
d. None of the above
064-a A supervisor has informed you, as Personnel Officer, that a serious breach
of conduct by an employee has taken place. What is the first action you
should take?
a.
`)
c.
d.
Consult your immediate superior in the Personnel office
Develop a complete record of events
Call the Executive Officer of the Office of Personnel
Notify the SA/D/Pers
065-a
After a suspension action has been recommended by an Office Head, who has
final approval authority?
b.
c.
d.
Director of Personnel
Head of the individual's Career Service
Deputy Director (Support)
Division Chief
075-a
The Career Service Ceiling is:
`'? The ma~dmum authorised number of personnel for a Career Service consist-
ing of staff employees, staff agents, military personnel detailed frcon
other Government agencies, and Agency civilian personnel detailed to
other agencies or in external training status.
b. The ceiling for General Schedule personnel for each Career Service
authorized at each General Schedule grade level for a fiscal year.
c. A listing of positions of various types, levels, and Career Service
designations required to meet the workload of a component.
d. The total of the Staffing Complement and the Development Complensent.
077-a The Planning Paper is:
A document reflecting the structure of a component and the number and
distribution by occupational title, grade, and service designations of
poeitio?s estimated to be required during the coming year to most the
workload.
b. An estimate of staff personnel requirements of each Career Service for
the coming fiscal year.
c. An estimate including staffing complement employees and development cont-
plement employees necessary to carry out the functions of a component.
d. An estimate based on the nm number of people necessary to fulfill
work requirements consistent with good management.
S-E-C- R--E-T
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078-a The Career Service Staffing Authorization is designed to:
a. Provide adequate headroom for employees, permitting maxim=
promotions, and thereby encourage employees to make a career
in the Agency.
b. Limit promotions to those legitimately required to fill
vacancies resulting from transfer and attrition.
c. Limit the rotation of employees between Career Services to
those required for development or training purposes.
Encourage good personnel planning by each Career Service
Head and improve the competitive promotion system by planning
the number of promotions at each level for a full year.
079-a The Career Service Staffing Authorization is:
a. The maximum number of authorized personnel for a Career Service,
consisting of staff employees, staff agents, military personnel
detailed from other Government agencies, and Agency civilian
personnel detailed to other agencies or in external training
status.
b. The total number of personnel at each grade level assigned to
a Career Service for a fiscal year.
c. The total number of employees occupying limited and flexible
positions in the staffing complement and all employees in a
development complement status for a Career Service.
The ceiling for General Schedule personnel for each Career
Service authorized at each General Schedule grade level for
a fiscal year.
081-a The Staffing Complement is:
The listing of positions of various types, levels, and Career
Service designations required to meet the workload of a com-
ponent.
b. An estimate of staff personnel requirements of each component
for the coming fiscal year.
c. The Career Service listing of positions required to carry out
all functions of the Career Service for the fiscal year.
082-a The Staffing Complement includes:
a. All positions of a Career Service required to carry out
workload requirements wherever located.
All limited and flexible positions required to meet the
workload of a component.
c. All staff positions in a component included within the com-
ponent's Career Service, excluding those of other Career
Services.
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Instructions or Short Anwer Items: The following items ask you to
write a brief answer to the question. The answer may require a word,
phrase or sentence. It will not require any more than a.very short
paragraph at the most.
(Items are worth four points each.)
022-a What do you regard as the major asset of the Agency? Wk W?
028-a What effect has the imposition of ceiling controls had upon the
consideration of personnel assets by Agency officials?
066-a The following lawn all have at least one thing in common which
is of concern to the personnel officer. What is it?
11
The laws are: a. Hatch Act, 5 U.S.C. 11 Si
b. Holding State or Local Office, Executive
order 9
c. Subversive Activity, Sec. 1, Public Law 330,
84th Congress
d. Discrimination, Sec. 2, Civil Service Act.
e. Claims against U.S., Sec. 109 Criminal Code
f. Drunkezmees, Sec. 8, Civil Service Act
g. Gift to Superiors, Sec. 1784, Revised Statutes
h. Striking Against Goverx .nt, Sec. 1, P.L. 330,
84th Congress
069-a W1' should demotion not be considered as a disciplinary action
to be taken in most cases?
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113-a
What are the three criteria which may be used in the designation
of a hardship post?
120-a
In handling contract personnel, why is a contract needed?
at leant two reasons.
Give
122-a
What are the basic differences between a Contract Agent and a
Contract Mmployee?
124-a
In which of the three contract categories is the offset clause
subject to negotiation?
126^a
What is a contract?
128-a
List at least four provisions which should be included in a
normal memorandum in lieu of contract.
S-FeC-R-E -T
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CONFIDENTIAL
129-a Which two officers must approve a cotodtment, expressed or implied,
concerning the conversion of a contract individual, to staff status?
132-a What is the intended se of establishing a differential and
how does it relate to the cost of living?
134-a What is the intended purpose of establishing an allowance?
202--a An individual has had four security violations in the last two
years. If it is determined that he will be separated, who has
responsibility for initiating proceedings?
205-a What are the types of "hire-systeas" for indigenous personnel
generally used at foreign posts?
402-a Downgrading with retention of salary implies that certain
conditions exist in respect to performance of the employee.
Discuss.
CONHOENUAL
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S-F--R-Er-T
Inst ons .0 Discussion QuestUns: The following questions are
designed to allow you to think about a larger or more complex body of
information. These questions generally deal with personnel programs,
policies or problems. In answering the questions you will do better
to maintain a broad perspective than to focus on any specifics within
the area under discussion. YOU ARE MUIRED TO ANSWER ALL FOUR QUESTIONS.
(The value is given after each item.)
030-a Describe in a brief paragraph or two what you consider to be the
jr eobjectives of the Agencyts personnel program. (10 points)
151-a Your Division Chief wants his Branch Chiefs briefed concerning
the support they can expect to get from you as a Personnel
Officer. Outline your presentation to the Branch Chiefs
indicating briefly the topics you would cover. Include in your
outline an indication of how other Agency components support you
and sole indication of areas of responsibility and interrelation-
ships as they bear on these problems. (20 points)
204-a Discuss the preparations a Personnel Officer should make prior
to departure for an overseas assigment. (10 points)
250-a In your own wards discuss (not list) the characteristics of an
effective Personnel Officer. Show how such characteristics
contribute to successful personnel managentent and through it to
the achievement of broad Agency goals. (30 points)
Clearly label your answers with the numbers to the left of the questions..
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