REVISION OF THE (Sanitized) SERIES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP83-01004R000200010001-1
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 13
• Document Creation Date: December 9, 2016
• Document Release Date: June 15, 2001
• Sequence Number: 1
• Publication Date: November 4, 1976
• Content Type: MF

Approved forease 2001/08/07: CIA-RDP83-01004200010001-1
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Chief, Positions Management & Compensation Division
1. ..The DD/A has tasked the Office of Personnel with reviewin
and updatin l of the HR - series of regulations ring;TATI NTL
FY 77. accomplish this objective we request that you review the
regulations that pertain to your work (see attached list) and submit
.,any proposed changes, deletions or additions, to the Review Staff by
17 December 1976.
2. Please review the regulations for substantive changes should
-new policies have evolved, and for editing changes as the content may
not be complete or too unclear to be fully understood. Other_considera-
tions to be taken into account in your review are the references to
the sex of employees in the text and the classification of the regula-
tions. The classification should be downgraded or declassified as
much as possible by a close scrutiny of the regulations content and by
`-changing key words or phrases, e.g., Staff Agent may become staff
,personnel or staff employee.
3. Please forward your response through your Deputy Director
for concurrence in any recommendations. Coordination of-this review
When only simple changes in the regulations are recommended, such
as name changes, an appropriate notation in the margin of a copy
of the regulation is all that need, be forwarded by your office.
Review Staff is'responsible for retyping the entire HR
series before submission to Regulations Control Branch.
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roved For Release 2001/AA/A7 ? r-IA_RI.1DA2_A1AAARAAA?AAA1AAA1_1
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among the various Office of Personnel components and within the DIIA
will be accomplished by the Review Staff. In order for us to cope
with the massive coordination effort. involved in this project, please,
 STATINTL Approved For Release 2001/08/07 : CIA-RDP83-01004R000200010001-1
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 Approved For Release 2001/08/07 : CIA-RDP83-01004R000200010001-1
(Copies to C/PMCD, C/PMCB and PSB Members)
6 January 1977
Attached are several minor suggested revisions in HR
PSB did not make a detailed review of this as it is concerned more with rantin of such things as PSIs,
QSIs and Promotions, and unpaid compensation, disposition of
pay checks and appointments.
Approved For Release 2001/08/07 : CIA-RDP83-01004R000200010001-1
 Approved For Rele 2001/08/07 : CIA-RDP83-01004R00Q2Q0010001-1
rate of compensation in the higher grade falls between two steps In
th
w1'1V;IIL'aI
a lthog apsie h Wage Board, the Government Printing Schedule,
- V4, M~~uu
and-ffe- Graphic Art Sdule.
HR
the lowest step of the higher grade which is two step increases above
the rate which he would have been receiving were it not for salary
retention, or at his retained rate, whichever is higher.
(5) CHANGES TO LOWER GRADE
r' (a) For Other Than Unsatisfactory Job Performance. An employee who is
reduced to a lower grade for any reason other than unsatisfactory job
performance will be paid at the highest step in the lower grade which
does not exceed his existing rate of compensation except that if his
e Iower grade, the higher of the two steps may be used at the
discretion of the Director of Personnel.
(b) Salary Retention. An employee who is reduced to a lower grade may
be permitted to retain his existing rate of compensation for a period
of two years at the discretion of the Director of Personnel, provided
that (1) his reduction to the lower grade is not due to his own re-
quest, a personnel reduction resulting from a lack of funds or cur-
tailment of work, or his unsatisfactory job performance; (2) his
existing rate of compensation exceeds the maximum rate of the lower
grade; and (3) he has had two years of continuous service in any
grade or grades higher than the grade to which he is reduced. Upon
termination of the two-year salary retention period, his salary will
be adjusted to the maximum rate of the lower grade.
(c) Unsatisfactory Job Performance. An employee who is reduced to a
lower grade as a result.of unsatisfactory job performance will be paid
at the step of the lower grade to which ? he would have progressed
had he held the lower grade throughout the period of time that he
held the higher grade,.except that his rate of compensation at the
lower grade will not exceed his rate of compensation at the grade
from which he was reduced.
b. WAGE ADMINISTRATION. Wage administration applies to those positions
and employees whose rates of compensation are fixed and periodically adjusted
in accordance with prevailing rates in the locality or Industry concerned on
the basis of wage surveys conducted by Government wage boards or similar
administrative authorities.
(1) Agency wage administration for staff personnel is based on wage plans
ann Cnh illoe i,. -ff..-4. 4...
Approved Fe& Release 2001/08/07 : CIA-RDP83-01004R000200010001-1
SECRET -Revised: 17 March 1971 (605)
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Next 1 Page(s) In Document Exempt
Approved For Release 2001/08/07 : CIA-RDP83-01004R000200010001-1
 Approved. Forilelease 2001/08/07 : CIA-RDP83-01004W00200010001-1
(Copies also to C/PMCD and C/PMCB)
pay checks and appointments.
Attached are several minor suggested reviseSs in HR M
PSB did not make a detailed rev' w of this reg
as it is concerned more with granting of suv,,cdlisposition hings as PSIs,
QSIs and Promotions, and unpaid compensate of
Approved For Release 2001/08/07 : CIA-RDP83-01004R000200010001-1
 ' Appraved.For- elease 2001/08/07': CIA-RDP83-01b04J00200010001-1
HR
SECRET
the lowest step of the higher grade which is two step increases above
the rate which he would have been receiving were it not for salary
retention, or at his retained rate, whichever is higher.
(5) CHANGES TO LOWER GRADE
(a) For Other Than Unsatisfactory Job Performance. An employee who is
reduced to a lower grade for any reason other than unsatisfactory job
performance will be paid at the highest step in the lower grade which
does not exceed his existing rate of compensation, except that if his
rate of compensation in the higher grade falls between two steps in
the lower grade, the higher of the two steps may be used at the
discretion of the Director of Personnel.
(b) Salary Retention. An employee who is reduced to a lower grade may
be permitted to retain his existing rate of compensation for a period
of two years at the discretion of the Director of Personnel, provided
that (1) his reduction to the lower grade is not due to his own re-
quest, a personnel reduction resulting from a lack of funds or cur-
tailment of work, or his unsatisfactory job performance; (2) his
existing rate of compensation exceeds the maximum rate of the lower
grade; and (3) he has had two years of continuous service in any
grade or grades higher than the grade to which he is reduced. Upon
termination of the two-year salary retention period, his salary will
be adjusted to the maximum rate of the lower grade.
(c) Unsatisfactory Job,'Performance. An employee who is reduced to a
lower grade as a result of unsatisfactory job performance will be paid
at the step of the lower grade to which he would have progressed
had he held the lower grade throughout the period of time that he
held the higher grade,.except that his rate of compensation at the
lower grade will not exceed his rate of compensation at the grade
from which he was reduced.
b.. WAGE ADMINISTRATION. Wage administration applies to those positions
and employees whose rates of compensation are fixed and periodically adjusted
in accordance with prevailing rates in the locality or industry concerned on
the basis of wage surveys conducted by Government wage boards or similar
administrative authorities.
(1) Agency wage administration for staff personnel is based on wage plans
and schedules in effect in other Government agep98~rT e,,pl~ s ~e11
schedules adopted by the Agency are those of the " I o
25X1
Interde0artmentald an Lithographic Wage Board, the Government Printing Schedule,
{ an a Graphic Arts Schedule.
App~oved F&r Release 2001/08/07: CIA-RDP83-01004RO. QJP9Q19irch 1971 (605)
1 SECRET
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 SENDER WLLL. CHECK CLASSIF
AND --
- -
p~pej~
v
-
OFFICIAL ROUTING SLIP
TO
NAME AND ADDRESS
DATE
INITIALS
1
2
3
4
5
6
ACTION
DIRECT REPLY
PREPAR EPLY
APPROVAL
DISPATCH
RECD ENDATION
COMMENT
FILE
R RN
CONCURRENCE
INFORMATION
GNATURE
Remarks :
ti
WJ~
SOLD HERE TO RETURN TO SENDER
FROM: NAME, ADDRESS AND PHONE NO.
DATE
jol
mii
2127
pp o
F -
U-1
0
NOW
FORM N0, 237 Use previous editions aUSGPO: 1976 - 202-953 (40)
 STATINTL
Approved .For Release 2001/08/07 : CIA-RDP83-01004 J 0200010001-1
These sections are correct as stated but an addition should
(c)
be made as (c) and redesignate curren-V/:kz to (d).
(c) SAVED PAY. Under certain specified and unusual
circumstances an employee may be reduced in grade and jqqualify for indefinite salary retention. Placemnent $
in grade is like that described above. The employee
receives one-half of later adjustments in pay appropri-
ate to the grade to which reddiced until the retained
rate fits within the scheduled rates for the lower
grade.
Wage Administration
STATINTL
Seccd sentence in both - delete phrase "for staff personnel"
in order to generally denote that non staff, such as
are also covered. This deletion will make the section
fit with HR as wex are amending it, and should
STATINTL suffice for gi guidance.
STATINTL
is
Only needed changes here/ax.a to delete Army-Taxy Air Force
Wage Board and replace with Federal Wage System
Approved For Release 2001/08/07 : CIA-RDP83-01004R000200010001-1
 S'tNRf6vienterpre atei2o 01/Q f/ FPM IwouDldd p o vi
0200010001-1
that reduction in
grdde at termination of salary retention would be to the step
in grade forxk which khg the employee is eligible, not necessarily
at the maximum for the lower grade. The Agency practice is
based on long tradition, and does give the maximum benefit
to the employee for s ituatinns which may not ?of his own
making. How technical should theAgency be moving in terms of
direct, technical compliance with the FPM in such cases?
Same sectics; para (c) for each
An employee reduced for cause is placed at the step level
for which he has established elibility. This is the rule which
could be applied above, the difference being that in the prior
case the employee would have had his 2 years SR, in the case
for cause there is no SR consideration.
Approved For Release 2001/08/07 : CIA-RDP83-01004R000200010001-1
 d ForNelease 2001/08/07 : CIA-RDP83-01004iiii DO0200010001-1
Only needed change here is reference to Federal Wage
System and Interdepartmental Lithographicf- Wage Board o replace
Army-Air Force Wage Board & Lithographic Wage Board.
The remainder of this section is probably adequate since
it is general and there are no conflicts with law, rule,
regulation or practices. It is poss ibleif such references
are to b used elsewhere, to refer to FPM (especially 532)
as the basis for administrative determinations for employees
STATINTL in wage and locality pay systems. Same for the following pare (2)
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1 1.
Approved For-lease RQ m : AKEPERWO10 JTO010001-1
! oview of Agency Personnel P4giilations
Appreciate your help. STATINTL
FORM 610 USE PREVIOUS { SECRET CONFIDENTIAL INTERNAL
~_Q2 eomors Li Q. U USE ONLY
S fA MTIr
OFFICER'S COMMENTS (Number each comment to chow from whom
INITIALS to whom. Draw a line across column after each comment,)
The redo of the regulations --i:3 Et
re for all of us, and excessively
ime censuring,. we grant. Our work
uld be eased soiithat, 'however,
if in your reviews and revisiors,
ereference to sex could be
edited out. We find there is
partial editing in some. in others,
y the male is a matter of con-
ern necessitating another rewrite
re.
? Please ask your Division and
ranch chiefs to make all Pegs,
:otices, Pullgt&n .1. etc. neuter.
1r's"Tfot always easy and we do
it to avoid "his/her" or "hB and
he;" but; try plural, extra noes,
t.,al. We also find. t~zt : his
t" can be "the &x-cent"
document" without losing tip,
ense of the phrase.