STATUS OF AGENCY PROFESSIONAL, GRADES GS-07 TO GS-11

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000900060005-6
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 3
• Document Creation Date: December 9, 2016
• Document Release Date: June 12, 2001
• Sequence Number: 5
• Publication Date: August 9, 1971
• Content Type: MF

STATI
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MEMORANDUM FOR: Chief, Plans Staff
9 August 1971
SUBJECT : Statue of Agency Professional, Grades GS-07 to GS-11
1. In order to get a better understanding of the status of the
professional in Grades GS-07 to GS-110 I consulted each office and/or
Career Service and raised seven specific questions with the Personnel
representative. The questions are as follows:
a. Has your office (or Career Service) made distinctions in
considering the promotion and development of personnel Grades GS-07
to G8-11; i.e., differentiated between employees categorized pro-
fessional, technical, or clerical with regard to time-in-grade require-
ments, promotion quotas, etc.?
b. Can you readily determine the number of professionals you
have at each grade level in the GS-07 to GS-11 range?
c. Have you had continuing problems in accommodating the pro-
motion of professional employees in this grade range? How do you
view the future in this regard?
d. Do you have a specified time-in-grade policy for the promo-
tion of professionals in this grade range?
e. If you were to make a judgment, how long do you estimate
it presently takes for the professional in your office (or Career
Service) to move from the G5-07 to G5-11 level?
f. (Asked only when applicable.) Could your office (or Career
Service) within its present CSGA framework assure the promotion of
qualified and deserving professionals from GS-07 to GS-ll on an
annual basis?
g. Is your recruitment at these grade levels down, holding
its own, or increasing? What is your most typical EOD grade?
2. I consulted each office in the DDS&T although they operate as
one Career Service. By an actual count as of June 1971, the DDS&T had
the following professionals on board:
a. GS-11
b. GS-10
c. GS-09
d. GS-08
e. GS-,07
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Without exception, each office in the DEM did differentiate between its
employees in response to question a. The distinctions, however, were
minor. I was assured by each representative that the office had knowledge
of the specific nutber of professionals it bad in this grade range. The
offices differed considerably in their response to quettion c. The reason
seemed to be that in several offices, although they had professionals in
this grade range, their positions and people were few. Consequently,
personnel movement was practically nil and a cause of indreasing concern
with respect to programming replacements. Nearly every office indicated
that recruitment was down or was holding its own; i.e., comparable to the
years past. OSA and FMEAC were the only two offices in the DDS&T that did
not ordirarily promote their professionals in the 08-07 to G8-.11 range in
four years or leas. Again because of the nature of their T/01t, this was
not viewed as a big problem nor one that had a negative effect on employee
morale.
3. Similar- results were found in the DDI. I determined that very
few offices bad any difficulty in promoting their professionals within
a four year span of time. IAS and OSR represented the offices with the
longest time for upward movement in this grade range; namely, about six
years. I was assured by each personnel representative, however, that to
date each office bad not experienced any problem with respect to the promo-
tion of deserving professionals from Grade 08-07 to GS-11. Most offices
were somewhat apprehensive about the future to the extent that since head-
room has been often a problem at the higher grades, it would soon make
itself felt at the lower levels. Again, the development of a professional
from the 08-07 to the GS-11 level was influenced by the fact thatcerta WATINTL
offices have relatively few jobs- in this grade range and people presently
in these jobs are not competitive for positions at a higher level. This
was specifically mentioned by IRS who incidentally has only
presently on duty in this grade range.
4. The practices of the DDS Directorate, with regard to distinctions
made in differentiating between professionals and other employees, were
similar to those of other Directorates. The Office of Medical Services
and the Office of Training have very few professional personnel in this
grade range. Professional development in this grade range for these
offices ii not a problem, except of the kind noted by IRS. The Office
of Personnel generally takes longer than the other offices in the DDS in
moving its professional from the 08-07 to 08-11 level. Most of the others
are able to promote their professionals in this grade range on close to
an annual basis.
5. The DDP represents a more complicated picture. At the moment
the professional in the DDP is developed in various ways. Some are
developed through the DDP Professional Trainee Program, others through
the Agency Career Trainee Progrilst_ndji_tp_increasing number of others
through the mechanism provided 1111111111111 This instruction spells ?StATINTL
the means whereby a non-professional DDP employee may become professional.
Promotion timetables vary depending upon which or how many of these routes
within the DDP the employee travels. Changes occurring during the past
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few years have caused this timetable to vary so much that it is nearly
impossible to identify with real accuracy the average time a DDP pro-
fessional spends in grade during his development to the GB-11 level. By
and large, it is estimated the professional moves upward to the GS 11
level in about five to six years time.
6. Certain general impressions were gained in this inquiry. First
off, the various offices and Career Services have been able for the most
part to move the promotable professional from, Grade 08-07 to GS-11 in a
reasonable period of time; i.e., four to six years. There are differences
from office to office with regard to promotion practices, but these appear
to be rather minor and are a reflection primarily of the organizational
peculiarities of the office. I believe that the great concern regarding
the status of the professional in Grades 06-07 to OB-11 retuned as a
direct consequence of the large number of Career Trainees pumped into the
various Directorates in the late sixties. Being a cohesive "fraternity,"
these CTss routinely compared notes as they went their separate ways
following their assignment from the Program to a particular office. It
Soon became clear to both the office and the CT that the treatment of
the Career Trainee was not uniform, throughout the Agency. This became
a serious point of issue in a short period of time. Since the CT Program
has been cut to the bone in terms of Agency CT input each year, and since
other professional input to the various components has also diminished,
I am of the opinion that the issue of disparate treatment for the young
professional in the Agency-will Shortly lose its impact, both on the
employee and msnagement.
7. Apparently, no office anticipates any serious trouble developing
the number of professionals in the 08-07 to GS-11 grade range they are
now willing and able to accept. The question of special concern to the
offices at themoment has to do with establishing the proper rate of move-
ment for a professional to the 06-11 level. Promotional growth from that
point on, becomes sharply competitive for most offices. There are those
who believe the Agency should slow or closely monitor the promotion
of the junior officers in this grade range so that his patience for pro-
motion delays at higher grade levels might hopefully be increased; i.e.,
as-11 to 0S-12. On the other hand, there are others who believe the young
professional should be regularly and steadily moved to the GS-11 love/
which (a) represents the journeyman level in most offices and (b) represents
a salary level inclined to reduce the officer's anxiety about his personal
financial situation. Consequently, his ability to focus on the non-
'monetary aspects of the meaning of remaining with theAgeney on a career
basis in thought to be improved.
STATINTL
bII
Office of Personnel
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