PERSONNEL MOVEMENT AND MANAGEMENT PROGRAM (PMMP)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000800180040-5
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 6
• Document Creation Date: December 9, 2016
• Document Release Date: April 24, 2001
• Sequence Number: 40
• Publication Date: June 6, 1972
• Content Type: MEMO

Approved For Release 2001/08/02 : CIA-Rp. -QQ3.5.ZRQQ9 90
MEMORANDUM FOR: Director of Personnel
6 June 1972
THROUGH . : Deputy Director for Support
SUBJECT : Personnel Movement and Management
Program (PMMP)
REFERENCE : Memo to ExDir from D/Pers dtd 5 May 72,
Same Subject
1. Followir;,; ti].,3 general discussion with the Deputies on per-
sonnel at the Dir:~:At -,r's Annual Conference, I believe we are ready
to go ahead with refinement of our efforts in this field. As you point
out, this relies up.-i: the use of the PMMP. Before circulating the
PMMP in the forte. attached hereto, I would like to have a discussion
with you and you: staff on the PMMP, in which we might probe a bit
into whether it could be expanded in concept to become a counterpart
in personnel planning to the annual program and budget in the financial
field. There are: a uumber of ways in which it might be expanded or
altered to help tLi:: process.
2. The PMMP is aimed at the career services. In some cases
these coincide with he directorates, but in others they do not. Do
we have a way in which we can be sure that the Deputies are clearly
seized of command responsibility with respect to their personnel,
even though these in y be divided into different career services? I
believe it is es senti-tl to ensure the full participation of the individual
Deputies in a command sense if the PMMP is to succeed in its purpose.
3. The forms attached to the PMMP calling for statistical analysis
are quite appropriate to analyze some of the statistical pressures faced
by the different career services and directorates. However, average -
grade planning, separation and promotion rates and entrances on duty
(beginner and lateral) could be included within an expanded PMMP, as
well as such matters as the use of QSI's, acceptance into career status,
etc.
i ?xc i i 2, ; ;matis~
Approved For Release 2001/08/02 : CIA-RDP82-00357R000800180040-5
 _. ^a ^va\ "aa 1
Approved For Release 20018/02 CIA-R $2rO13357P$180Q,40-5
These could crystalize plans and set goals against which implementa-
tion could be measured periodically during the year.
4. The PMMP could also provide the basis for planning for leader-
ship selection and development. In other words, the career services
could identify by number, although not by name, candidates at each
grade level for special leadership development, training assignments,
etc. Similarly, it could show the number of individuals the career
service proposes to rotate for leadership development to other types of
assignment and receive from other career services for leadership
development.
5. Form 2 calls for narrative comments on. various problems,
certainly appropriate. I think that certain others might be highlighted,
however. For example, I think a specific report on preparatory steps
being taken in the career service against the day of substantial ceiling
reductions would be an appropriate item to encourage the identification
of the least productive employees in the service for counseling, early
retirement, or even movement out if this should become essential.
6. The average age trend of the career service (and by grade)
could also be included, with a breakdown of what steps are taken in
terms of recruitment at younger levels and retirement counsel at older
levels to compensate for any adverse trends identified. This could in-
clude some indication of the proportion of younger officers at grades
GS-14 and above and statistical goals for this category in the future.
It could also include a presentation of the PRA situation and any prob-
lems posed.
7. The PMMP would seem a highly appropriate vehicle through
which to implement our EEO program of goals and measurement of
progress.
8. Could the PMMP also be a vehicle for a statistical report on
the degree to which vacancy notices were issued (over past years) and,
secondly, the degree to which they resulted in accessions from outside
the immediate office concerned? This could show us the degree to
which different offices and career services are implementing this device.
Approved For Release 2001/08/02 : CIA-RDP82-00357R000800180040-5
 Appro-Ved For Release 200 '8/02 : CI - 2QP82--`( 0W108001800 5
9. The PMMP also, I think, should be the basis for the career
services to plan for and report on training. This could bring out the
numbers attending the so-called "core" courses, those attending the
language courses (or obtaining waivers), and those attending skills
courses -- either basic skills general to the Agenc or special skills
appropriate to the directorate, office, or job. This. would give us
some reflection of the impact of training upon the total career service
complement and carry along the idea of ensuring the best possible
integration of training with personnel developmenc generally.
10. In perhaps simpler words, what I am suggesting is that the
PMMP be the vehicle for an annual planning not only of some of the
overall statistical aspects of our personnel situatior.? but also for plan-
ning and reporting progress or lack thereof on some of the individual
personnel programs of major importance. I thin-.1, c: it as less a report
by the career services to the Agency level than an e-.ercise which re-
quires each of the career services to analyze its ;;w-: situation and at
the same time givesthe Agency level a vehicle to i&,atify units which
are achieving particular goals or falling particularly- behind. This is
what I think we might discuss with your staff.
FOIAb3b
W. E. Colby
Executive Director- Corrmft roller
Approved For Release 2001/08/02 : CIA-RDP82-00357R000800180040-5
 Lj UN~ 1 For R SJU0 8/02: CIA-RDP82-000R&f8WbQ?V3A SECRET
SUBJECT: (Optional)
ROUTING AND RECORD SHEET
Director of Personnel
5 E 56 HQ
TO: (Officer desigrnt?on, room number, and
building)
Cot-r2p roller 7E12 E
Execut,.ve Director-
EXTENSION I NO.
COMMENTS (Number each comment to show from whom
to whom. Draw a line across column after each comment.)
Naturally we look forward
to the opportunity of meeting
with you to discuss the possi-
bility of expanding PMMP.
Agree completely that
Deputies must beco e mNTe
~ATJL
involved. Jack Coffey p ans to
do just this at his forthcoming
meeting with DDS
Office Heads. a so believe
Deputies Meeting should identify
top 50 or so positions for which
they take development responsi-
bility.
I will defer further
comments until after official
receipt of your memo and study
of your many suggestions. I
believe we may be overlo8iing
the PMMP exercise if we try to
do too much, but perhaps you
mean, as we implied in our
5 May 172 memo, that PMMP can
serve other purposes. Since
PMMP requires a critical
assessment of manpower utiliza-
tion and problems facing each
career service, it is appropriate
at the conclusion of the exercise
to report on a variety of personnel
programs. Some items could he
an integral part of ~Ti*W- End
FORM
otners z"
reports.
[-! INTERNA r v El UNCLASSIFIE
 SENDER WILL CHECK C 3SIF{CATION TOP AND BOTTOM
Approved For Releast>tm1001/08/0 - ENTIAL SECRETT
OFFICIAL ROUTING SLIP
Director of Personnel
/ try Psi-
2'7
'R,12 8 JUN 19 2;i~
ACTION
PREPARE REPLY _
DIRECT REPE~
APPROVAL
DISPATCH
RECOMMENDATION
w I
i Remarks:
10n
RETURN
ST -
J w1 N STAT NTL
'
bj'~A "A
FOLD HERE TO RETURM
FROM: NAME. ADDRESS AND PHONE NO.
Executive Director-Comptroller
UNCLASSIFIED CONFIDENTIAL
FIAT- 23)J I 7 Use previous editions
1-67
Approved For Release 2001/08/02 : CIA-RDP82-00357R000800180040-5
 Approved For Relea. 2001/08/
SEEDER WILL CHECK C' S1FICATION TOP AND BOTTOM
IA ~~Sti~ r7R 06"0J$86UPSN'rIAL = SECRET
OFFICIAL ROUTING SLIP
TO
ANDRESS
NAME
DATE
INITIALS
I
t_]
]r ]I ,
~~j
3 +. .1
4
y r ... /
?
6
ACTION
DIRECT REPLY
PREPARE REPLY
APPROVAL
DISPATCH
RECCi l: NDATION
COMMENT
FILE
RETVAN
CONCURRENCE
INFORMATION
SIWAAT':I(E
Remark{s:
kCSI V.-tLj-e
FOLD HERE TO RETURN TO SENDE
FROM: NAME, ADDRESS AND PHONE NO. ATF-
UNCLASSIFIED CONFIDENTIAL SECRET
(40)
FORM NO. ~)~)7 Use previous editions
1-67 LJ f
Approved For Release 2001/08/02 : CIA-RDP82-00357R000800180040-5