ITEM II A 9 - PROMOTION/ASSIGNMENT CRITERIA

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000200080038-5
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 3
• Document Creation Date: December 16, 2016
• Document Release Date: August 2, 2005
• Sequence Number: 38
• Content Type: REPORT

Approved For Release 2005/08/15 :CIA-RDP82-003578000200080038-5
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Approved For Release 2005/08/15 :CIA-RDP82-003578000200080038-5
 Approved For Rse 2005/08/15: CIA-RDP82-00357R0~00080038-5
Item II A 9 - Promotion/Assignment Criteria
Office of Personnel Comments
It is the Office of Personnel's recommendation, which supports
the NFAC policy, that each Career Service utilize its current panel
structure, or alternatively establish a separate panel, to monitor the
Directorate rotational program both intea and inter, as well as assign-
ments into the Service. The panel responsibility should include a
commitment that duality standards in selection are maintained,
monitoring of performance during the assignment, insuring appropriate
panel consideration in promotion review and ranking. This level of
panel could also undertake to review the lateral permanent transfers
of employees between the Career Servicesyat least at the more senior
grades.
The Office of Personnel would also endorse the recommendation
that the formal rotation program and the monitoring responsibility be
limited to the GS-14 and above employee. Rotation or transfers of
lower graded employees would normally be in connection with the
following of a career interest, versus development for positions of
broad Agency responsibility and hence should not reduire senior level
review.
Approved For Release 2005/08/15: CIA-RDP82-003578000200080038-5
 Approved
SUMMAItX
~~
Item IT A 9 - Promotion Ass~nnient Cxtera. Design system to provide
greater incentives for lateral assigrnnent of employees,
including both rotation and transfers, and incorporate in
to panel system.
The Career Service responses were generally supportive of broader
use of lateral assignments but raised several questions they felt need
addressing if current programs are to be expanded.
Tssue Raised By
- dependent on magnitude of programs. There DDSF~T
could be adverse impact on component PDP
planning.
- quality standards which would preclude DDSF~T
"dumping" one's undesirables
- level of assignments; it was felt GS 12-13 DDA
employees might be too junior as they are
still learning substantive specialties
- appropriate placement on return DDS~T
- monitoring while on rotation to ascertain DDSF~T
they are not being penalized in promotion
rankings
NFAC appears to have adequately addressed most of these issues in its
paper. An Assignments Panel has been established in NFAC to review
nominees far rotational assignment and the placement of these employees
upon return to the Career Service, considering among other things the
extent their rotational assignment may have increased their skills or
enhanced their assignability within NFAC. The Panel has emphasized the
selection for rotation of those employees assessed as "high potential"
and on the PDP roster. This would seem to imbue positive connotations
to inter-Directorate assignments. The DDA suggested as a possible
incentive establishing the concept that rotational assignments, while
not a requirement for promotion, be considered as favorable and positive
factors in evaluating an officer.
Approved For Release 2005/08/15: CIA-RDP82-003578000200080038-5