APPROVAL AND IMPLEMENTATION OF NAPA PROJECT GROUP RECOMMENDATION

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP83T00573R000300050014-2
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 6
• Document Creation Date: December 9, 2016
• Document Release Date: June 14, 2001
• Sequence Number: 14
• Publication Date: January 14, 1980
• Content Type: MF

DD/A 80-0113/1
Approved For Release 2001/08/07: CIA-RDP83T00573R
01-r ~L~21
14 AN 1980
MEMORANDUM FOR: Director of Communications
Director of Data Processing
Director of Finance
Director of Logistics
Director of Medical Services
Director of Security
Director of Training
Chief, Information Services Staff
FROM
Career Management Officer DDA
SUBJECT: Approval and Implementation of NAPA
Project Group Recommendation
1. On 18 December 1979, the Deputy Director of Central
Intelligence approved the following recommendation made by the
NAPA Project Group.
Have the component manager clearly define in the
Advance Work Plan, the role expected from the
Component Personnel Officer giving particular
emphasis both to the working relationship desired
between the Personnel Officer, the Career Management
Officer and the line supervisor and to the four
functions common to personnel specialists identified
in the conclusions section of this paper.
2. The four functions common to personnel specialists
identified in the conclusions section of the NAPA Project
Group Report (Tab E) are:
- advising component management on the interpretation
and implementation of Agency personnel regulations,
policies and procedures;
- exercising initial control functions;
- managing the technical aspects of personnel
administration; and
Approved For Release 2001/08/07 : CIA-RDP83T00573R000300050014-2
 Approved For Release 2001/08/07 : CIA-RDP83TOO573RQQ 00050014-2
SUBJECT: Approval and Implementation of NAPA Project
Group Recommendation
serving as key advisor or member of personnel
management committees, promotion, assignment
and career panels, etc., but the degree of
involvement in these functions is at the
discretion of component management.
3. It is recognized that the Performance Appraisal Report
System does not require that an Advanced Work Plan (AWP) be
completed until the evaluation cycle beginning after 1 October
1979; however, the Director of PPPFM has requested that an
AWP be prepared now for at least the senior personnel officer
in your office. This AWP must address those items stated in
paragraphs 1 and 2 above. To insure that the AWP reflects
your own perceptions of the role you expect the personnel
officer to play in your component, I would like for you to
personally review the AWP following its preparation by the
appropriate command level.
4. So that the DDCI may be advised that this recommendation
has been implemented, please forward a copy of the completed AWP
to my office by 30 January 1_9.80.
STATINTL
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 Approve F r Release 2001/OR/Q7 - ADVANCE WORK PLAN CAUTIO: BLANK FORM REQUIRES
SECURE STORAGE IN IN FIELD.
STATINTL GENERAL INFORMATION
IN THE STAFPING PATTERN AND, IF APPROPRIATE, THE NUMBER AND TYPE OF EMPLOYEES
SUPERVISED BY THIS EMPOYEE.
Incumbent serves as the Senior Personnel Officer in the
Administrative Staff of the Office of Data Processing. He is
responsible for the supervision of one full-time and two
part-time employees.
B. WORK OBJECTIVES, GOALS AND PRIORITIES-LIST THE SPECIFIC OBJECTIVES AND GOALS, IN PRORITY ORDER, FORMULATED BY THE SUPERVISOR AND THE
EMPLOYEE. AS the Senior Personnel Officer in ODP, you will be
responsible for the following:
1. Plan and conduct the administration of personnel
matters in ODP, including establishing priorities and
providing technical guidance to members of the Personnel
Section in the performance of their duties.
a. Work with the office of Personnel and the Office
of Security in reducing the processing time for Applicant
Processing for employment within ODP.
b. Develop and publish for the MZ Board a systematic
procedure for filling MZ Rotational Positions by 1 March 1980.
c. Review by 30 April 1980 the workload of employees in
the Personnel Section with a goal of more equitable distribution.
d. Establish procedures by 30 May 1980 to ensure that
the Personnel Section, ODP is advised when employees are
reassigned from one position to another.
e. Work with the ODP Career Development officer and the
PMCD representative to meet established goals for completion
of the PMCD review within ODP.
f. Review soft file requirements, identify items that
should be retained and for how long and initiate action to
remove excess and duplicate items from the folders by 1 June 1980.
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Performance Standards
Your performance as chief of the Personnel Section will
be judged by:
a. The degree to which the Personnel Section makes
maximum use of their resources to give prompt, accurate, and
timely personnel services to all ODP personnel.
b. How effectively you organize your workload so that
minimum time is lost in responding to work requirements and
planned goals.
c. The degree to which initiative, imagination, resource-
fulness, cooperation, and sound judgement are displayed in
carrying out the mission of your section.
d. The degree to which stated objectives are accomplished
within the timeframe allotted.
2. In serving as the technical advisor on personnel
matters to the MZ Career Board and the ODP Career Panels,
ensure that all personnel actions and recommendations
conform with established personnel procedures. In
particular:
a. Perform an objective review of MZ Board and Panel
Procedures to ensure that they are effective and conform to
current Agency personnel policy. Provide the Chairman, MZ
Board with a report by 30 November 1980.
b. Perform other studies as directed by the Chairman
of the MZ Career Board.
Your performance will be measured by: (a) the degree
to which the information in personnel actions and recommendations
presented to the MZ Career Board and the ODP Career Panels
accurately reflect the employees' records and (b) the degree
to which the MZ Board and Career Panels are advised that the
actions taken by them follow established Agency personnel
policy.
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3. Maintain up-to-date knowledge on Agency regulations
policies, instructions, and practices as they pertain to
personnel management and administrations within the office
of Data Processing. In particular:
a. Attend selected training courses conducted by the
Office of Personnel and the Office of Training and arrange
for employees in the Personnel Section to attend courses
to their functions and responsibilities.
b. Review published personnel related papers to advise
D/ODP and his staff as to their impact on ODP.
Performance Standard
Performance will be judged by: (a) the degree of
technical competence by you and your staff in performing
duties exhibited and (b) how well you organize and plan your
section's work schedule so that training opportunities are
made available to enhance their personnel skills and (c)
the degree to which ODP's senior management is kept advised
of the development in the Office of Personnel Policy,
Planning, and Management that will have an impact on ODP's
career development and personnel management programs.
4. Act as the focal point officer on personnel policy
matters and actions by coordinating with senior management,
the Career Development Office, and individual line super-
visors. You are expected to be the independent conscience
of ODP in matters of personnel policy, ensuring that all
personnel actions are in the best interest of the government,
the Agency, ODP, and the employee, and that they conform to
all relevant Federal laws and regulations.
Performance Standard
Performance will be determined by the degree of depend-
ability exhibited by you in providing technical advice to
all levels of management within ODP, the judgement shown in
making decisions requiring your expertise, the decisiveness
with which advice sought for by management ig. rendered, the
quality and quantity of work produced by you and your staff,
and the versatility of your managerial skills in solving
complex personnel problems that would have lasting effects
on the personnel policy governing ODP.
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 STATINTL
--= r -- - - ROUTING AND RECORD SHEET
SUBJECT: (Optional)
'Approval and Implenei titi.on of NAPA
Pect Group Reconrnc ri lation
FROM:
'_XTENSICIN
NO.
aree agement r. , 1 r,
DATE
DDA
14 January-1980
TO: (Officer designation, room number, and
building)
D. ;T1
OFFICER'S
COMMENTS (Number each comment to show from whom
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RECEIVED ORWARDED
F
INITIALS
to whom. Draw a line across column after each comment.)
1.
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