FY 1980 PROGRAM CALL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84-00688R000200090014-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 22
• Document Creation Date: December 9, 2016
• Document Release Date: June 26, 2001
• Sequence Number: 14
• Publication Date: April 25, 1978
• Content Type: MF

?;~-Q:4iL84 Approve d For Release 2001/08/b t00688R00016C 0 a14,-
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this request f+T are itio ai renumes.
P. i. Jamey
Attachow"t
Distribution:
Orig & 4 - Addressee
1 - D/Pegs/Chmrra (w/o/att)
1 - DDA/Budget
1 - OP/Mmin
1 - IUD/Pens/P&C
1 - DD/Pers/tP
1 - DD/Pers/SP
25X1A 00/Per- i (25 Apr 78)
2 1W.. " r
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This wmmmadtm asap iie
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Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090014-1
 Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090014-1
OFFICE OF PERSONNEL
FY 1980 Program Call
Table of Contents
Ranking Sheet
Summary Resource Schedule
Decision Unit Overview
Decision Package D
Minimum M
Austere - 1 A-i
Austere - 2 A-2
Austere 3 A-3
Austere - 4 A-4
Current C
Enhanced - 1 E-1
Enhanced -- 2 E-2
Operations Detail E
Schedule of External Analysis Projects F
Not Applicable to OP
Schedule of Research and Development Projects G
Not Applicable to OP
ADP Summary H
Not Applicable to OP
Proprietary Activities
Not Applicable to OP
Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090014-1
 Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090014-1
Next 1 Page(s) In Document Exempt
Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090014-1
 ZBB-1
General Support
Approved For Release 2001/Qo~bF~i,&i rf2DP84-00688R000200090014-1
ZERO-BASE BUDGET REQUEST
DECISION UNIT OVERVIEW
DIRECTORATE
Administration
COMPONENT
Ofce of Personnel
Personnel 1 8
LONG-RANGE GOAL: (Identify the goal (mission) of the decision unit.-direct toward general nee s to-serve as a basis for determining the major objectives.)
To. provide the administrative support, policy guidance, and evaluation necessary to maintain an effective
and dynamic personnel management system in the Agency; to develop and recommend new proposals and initiatives
in the field of personnel management; and to provide guidance and evaluation in implementation of new standards,
policies, procedures, and programs.
MAJOR OBJECTIVES: (List the objectives to be met in achieving the decision unit goof. The objectives should be stated in a form that will allow for subsequent evaluation of activities. Distinguish
new objectives from on-going objectives by means of an asterisk.)
The principal objectives of this decision unit are:
- To develop policies, standards, practices, and procedures for personnel and position management within the Agency.
- To adhere to Federal personnel policies, procedures and statutory requirements applicable to Agency activities.
- To recruit, select, and place professional, technical, and clerical personnel with emphasis on minority individuals
- To provide a system for proper administration of employees from entrance-on-duty to separation:.-from the Agency.
- To provide guidance, initiative, and leadership in all matters pertaining to effective personnel management.
- To provide a comprehensive benefits program for employees.
- To make maximum utilization and development of Agency personnel, consistent with Agency requirements.
- To develop professional personnel careerists through careful selection, training, and career development.
- To maintain and control official personnel records consistent with Federal standards and Agency security require-
ments, and provide statistical personnel reports responsive to management needs and externally imposed
requirements.
, Approved For Release 2001/08/07 : CIA-RDP84-00688R000200096014-1
112.77I 4010 SECRET
 Approved For Release 2001/084, Lj ,QP84-006888000200090014-1
DECISION UNIT OVERVIEW (Continued)
ALTERNATIVES: (Describe the feasible alternative ways to accomplish the major objectives, and identify which of the alternatives represents the method proposed,)
Some of the functions of this decision unit could be provided by the Civil Service Commission and to a certain
extent by other government agencies. For example, the recruitment, selection, and placement of employees and the
-statutory benefits programs could be administered this way. However, security considerations negate any advantages
gained by using other government agencies. Also, the response time in serving Agency. employees would be slowed
.considerably. The numbers and kinds of unique disciplines involved in the Agency would also seriously handicap any
other agency in trying to provide the support required. Such support, to be adequate, would have to be specially
developed in other agencies and, therefore, less efficient and more costly than if provided in-house by the Agency as
at, present. Another alternative would be total decentralization of all Agency personnel functions to the operating
components. This would result in duplication, uneven application of standards, less efficient overall personnel
operations, and substantially increased costs. There is no viable or economically feasible alternative to continuation
of the present basic system which is considered to be efficient, cost-effective, and responsive to the unique opera-
tional and security requirements of the Agency.
ACCOMPLISHMENTS; (Describe the progress of the decision unit toward meeting on-going objectives.)
The functions of the Office of Personnel are in direct support of Agency management and employees and accomplish-
ment of the program has been generally consistent with those policies and programs prescribed by the Civil Service
Commission. Any deviations from Federal requirements and standards were made pursuant to authorization by Section 8 of
the CIA Act of 1949. Recruitment, selection, processing, and placement activities continue at a high level; the number
of new hires compares favorably with previous years. In FY 77, 60 professional minority employees were hired, a 54%
increase over FY 76. In FY 77, 85 female professional employees were hired, a 52% gain over the previous year. Sub-
stantial progress was made in special programs for and the employment of handicapped persons and disabled veterans.
Ability to correspond with thousands of applicants in a timely manner was greatly enhanced by the installation of VYDEC
word processing equipment. Career counseling and vacancy notices continue to aid in the reassignment of individuals
seeking new opportunities within the Agency. One of the more important tasks that resources are being devoted to on a
priority basis is the effort to reassign employees identified as excess to the needs of the Directorate of Operations.
The full program of benefits and services historically available to CIA employees has been administered centrally
with fewer employees than would be required were the administration to be decentralized totally or in varying degrees.
Besides the economy of manpower realized from the centralized operation, the centralized expertise results in economy of
effort and consistency of decision making. The efficacy with which CIA's important package of fringe benefits is
administered is an important ingredient in the attraction and retention of high calibre employees. Certain deficiencies
in performance and accomplishment of goals will occur in the classification of positions, position surveys, and
development of Factor Evaluation System standards, and policy responsiveness to Agency management requirements if
additional qualified personnel are not approved or personnel resources reallocated to keep pace with existing programs
and/or new and ever-changing programs.
. Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090014-1
 SECRET
Approved For Release 2001/OgiO7Fi+tIk)RDP84-00688R000200090014-1
ZERO-BASE'- BUDGET REQUEST
DECISION PACKAGE Minimum LEVEL
Package I. of 8
DIRECTORATE
Administration
cor+~Ocice of Personnel
CONSOLIDATED DECISION UNIT DECISION UNIT
General Support Personnel
ACTIVITY DESCRIPTION: (Describe the activities that will be performed with the resources requested in this decision package. Describe the primary substantive Targets and highlight new areas of
endeavor. Where possible, pro vide funds and positions associated with clearly identifiable projects or activities at the a stere levels and above. To the extent possible, indicate the relationship of
what will be performed to the present level of effort.) This level includes overall direction of personnel operations, internal OP career
management, policy guidance to management, and special activities. It provides for direction and control of
the Agency's recruitment/selection/placement activity as authorized under Section 8 of the CIA Act of 1949; a
capability to create and maintain official applicant files as required by law; resources to monitor the handicapped
and disabled veterans program as required by law; to authenticate personnel actions; reassignment counseling;
vacancy notice activities; test clerical applicants; operate a skills bank to monitor decentralized applicant
decision-making; and operate a minority employment program. It also provides a low level of employee benefits and
services required by public law, e.g., employee suggestions and superior achievements, Federal Employees Compensation
Act, insurance activities, maintenance of records for contractural matters associated with personal services,
determination of allowances for certain personnel overseas, and for basic retirement services. This level will enabl
the Position Management and Compensation Division (PMCD) to provide a classification program; however, it would be
less than adequate to maintain the Agency's position structure which is the statutory basis for employment and
compensation of CIA employees. This level provides for the establishment, maintenance and control of official
TARGETS: (See Program Call for Geo-topic Entries.) personnel records required by Statute, Executive Order an or Agency ope ,
monitoring the release and verification of personnel information; preparation and distribution of personnel
statistical reports; and records maintenance and disposal.
13EN EFl TS/PAYO FIF : (Describe what the results of funding this decision package will be in terms of specific requirements being satisfied or functions being performed. Explain why the resources in
this decision package should be approved and emphasize the advantages of carrying out the activities involved. Discuss briefly the implications of not approving the resources requested, including
the impact on other orgonizations.) Policy support and guidance at this level constitutes a "reactive" capability and does not allow
sufficient staff resources to provide necessary long-range planning in developing new and viable personnel programs
and initiatives. General recruitment requirements can be met but at a reduced rate and with a diminution of quality.
The selection, processing and placement activity can be accomplished centrally. Official applicant files and some
applicant correspondence can be handled on a centralized basis. Minimum attention can be paid to the handicapped and
disabled veterans programs. Personnel actions can be authenticated, reassignment efforts can be made, and coordinate
minority employment efforts can be undertaken. Benefits and services authorized for employees by public law will
be provided. In addition, this level will permit services not required by public law but established by the Agency
as being of great importance to the benefit and morale of Agency employees, e.g.,the Casualty Assistance Program
and the Public Service Aid Society. Provision of employee services at this level is necessary to attract and
maintain a high calibre of employees and disapproval will put the Agency in contravention of public law. This level
provides for annual review and evaluation of 20% of Agency structures and positions. These evaluations are the
process by which General Schedule and Federal Wage System grades are assigned to Agency positions. This level
provides a basic and accessable personnel records system required by Statute, Executive Order and in support of
Agency operations.
Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090014-1
(12-77) 4009 SECRET
 SECRET
Approved For Release 2001/0&07 fad+RDP84-00688R000200090014-1
DECISION PACKAGE Minimum (Continued)
25X9
ADVERSE IMPACT ON ^F~ ISION UNIT OBJECTIVES: (Explain wh at rociu m rem of re no cover dot this loved of fundinmpwith em basis on shortf Its n occomfishing ore or more of the
decision unit objectives.] 1lle court reporter is not inae at its eves requiring components to use sec nicaf means to record
special meetings and seminars. Components will have to participate in recruitment, selection, processing, and corre-
spondence; nationwide recruitment would be impossible; and minority recruitment efforts will have to be abandoned.
The student trainee, summer intern, and summer-only programs have been deleted. Centralized correspondence is
minimal. Minority employment efforts are substantially reduced. Centralized arrangements for travel and movement
of household. effects are not provided. Components have to arrange and conduct all Honor and Merit Awards ceremonies.
Advance planning of retirements, preparation of numerous annuity estimates, external employment assistance, and
centralized recreational activities are precluded. Minimal resources are available for PMCD scheduled surveys;
however, it will not be possible to provide continual validation of the Agency's changing position structures. No
new records systems are reflected in this level and it deprives management of biographic profiles and qualifications
inventory
AGENCY AND COMMUNITY IMPLICATIONS: (Describe how the activities in this package relate to specific program plons of other elements of CIA or the Intelligence Community. lndicote efforts
made to coordinate within CIA and the Community.)
The level of the minority employment effort contemplated by this package is less-than that currently being
provided and would have a direct impact on the Agency's Equal Employment Opportunity Plan.
The activities of this level represent administration of employee services as required by law and of common
concern to all Agency components, which can be performed most effectively and most economically in a centralized
setting.
OUT-YEAR IMPLICATIONS: (Describe how expenditure of resources in this decision package will affect resource requirements in succeeding years, particularly FY 1981.)
Without additional resources for minority recruitment there will be a snowballing effect in the out-years
thus reducing the Agency's posture in regards to minority hiring and staffing. The Position Management and
Compensation Division will continue to fall behind in their survey schedule resulting in invalid Agency position
structures, titles, and grades.
 25X
General Support
ZBB-2 ZERO-BASE BUDGET REQUEST
DIRECTORfITE
Administration
PACKAGE Austere I LEVEL
DECISIO
N
COMPONENT
Package 2 of 8
Office of Personnel
CONSOLIDATED DECISION UNIT
DECISION UNIT
Personnel -
ACTIVITY DESCRIPTION: (Describe the activities that will be performed with the resources requested in this decision package. Describe the primary substantive targets and highlight new areas of
endeavor. Where possible, provide funds and positions associated with clearly identifiable projects or activities at the oustere levels and above. To the extent possible, indicate the relationship of
what will be performed to the present level of effort.)
This level restores the court reporter function for the Agency. It includes a capability to operate
the Graduate Fellow and Co-Op Programs--both rich sources of future professional employees. Applicant files
will be created and maintained and some correspondence will be performed centrally. It provides full-time
attention to the Handicapped and Disabled Veterans Program and increases minority employment efforts. The
Deputy Chief, Benefits and Services Division is restored at this level. Additional retirement technicians
are provided at this level to provide for the advance planning of retirements. This level provides for the
recording of language skills in the Agency's qualifications inventory.
TARGETS: (See Program Call for Geo-topic Entries.)
BENEFITS/PAYOFF: (Describe what the results of funding this decision package will be in terms of specific requirements being satisfied or functions being performed. Explain why the resources in
this decision package should be approved and emphasize the advantages of carrying out the activities involved. Discuss briefly the implications of not approving the resources requested, including
the impact on other organizations.)
This level provides for the centralization of most applicant correspondence. The Deputy Chief, Benefits
and Services Division will permit better control and direction of all BSD activities approved at this level.
A certain level of advance retirement planning can be carried on by way of providing annuity estimates to
within a year or two of the present date but not further into the future. Language skills of employees can be
coded and stored for retrieval in support of operational requirements, selection of individuals for training
and career development, and determination of recruitment. This level allows for in-depth attention to the
Handicapped and Disabled Veterans Programs enabling us to better meet our objectives in this area.
Approved For Release 2001/08/07 CIA-RDP84-00688R000200090014-1
SECRET
Approved For Release 200'1 O8IO77?-CPA-RDP84-00688R000200090014-1
(12-771 099 SECRET
 SECRET
Approved For Release 2001 /O#D7Fil e3AI RDP84-00688R000200090014-1
DECISION PACKAGE Austere I (Continued)
ADVERSE IMPACT ON DEG~,~ ION U !T O JECTI,V S: (Es foJn what ro ram re i%emints re not overed at this fev l of fundin wilt: a host on sho fall in accompolishin onaor more of de
decision unit objectives.) mis ievei wi`l. require s$m6 paicicpa?ion by components in r`'ecruiTment, seTec tion, rocessing, an
correspondence. Recruitment requirements can be met, but at a reduced rate and with some diminution of quality. The
summer-only program has been eliminated. Centralized correspondence is not quite adequate. The representational
aspects of the Washington Area Recruiting Office will be seriously impaired. This level does not provide for
centralized arrangements for travel and movement of household effects. Recreational services to employees and
external employment assistance will not be provided. Agency components will be required to develop and maintain their
own systems of biographic profiles and qualifications inventory (other than the language skills provided for in this
package). This level does not provide for additional positions for PMCD to increase their survey activity nor does
it allow for additional manpower needed to bring the office from a position of reaction to that of initiation.
AGENCY AND COMMUNITY IMPLICATIONS: (Describe how the activities in this package relate to specific program plans of other elements of CIA or the lnleffIgence Community. Indicate efforts
made to coordinate within CIA and the Community.)
Activities at this level provide for more centralization of personnel operations relieving the components
of this responsibility. Restoring the minority employment effort and Handicapped and Disabled Veterans Program
to their current level will impact upon the components by providing them with well qualified employees from
these disadvantaged groups.
OUT-YEAR IMPLICATIONS: (Describe how expenditure of resources in this decision package will affect resource requirements in succeeding years, particularly FY 2987.)
The Position Management Compensation Division will continue to fall behind in their survey schedule resulting
in invalid Agency position structures, titles, and grades.
SECRET
 Approved For Release 200110 9RLTA-RDP84-00688R000200090014-1
ZBB-2 ZERO-BASE `BUDGET REQUEST
DIRECTORATE
Administration
II
A
ustere
LEVEL
DECISION PACKAGE
COMPONENT
Package3_ of 8
Office of Personnel
CONSOLIDATED DECISION UNIT
DECISION UNIT
General Support
Personnel
ACTIVITY DESCRIPTION; (Describe the activities that wilt be performed with the resou d in this decision package. Describe the primary substantive targets and highlight new areas of
endeavor. Where possible, provide funds and positions associated with clearly identifiable projects or activities at the austere levels and above. To the extent possible, indicate the relationship of
what will be performed to the present level of effort.)
This level includes a capability for a summer-only program (temporary summer employment for student dependents
of employees), increased recruitment utilization of the Washington Area Recruitment Office, and more centralization
of the applicant correspondence activity. Honor and Merit Awards ceremonies can be arranged and conducted
centrally at this level. A complete personal affairs program is provided at this level with the inclusion
of all current positions. A complete range of retirement activities are provided at this level including
expanded annuity estimates. The DDA senior rotational position is restored at this level. The production of
biographic profiles and some coding of employee qualifications is. included at this level. The Automated Data
Resources Staff (ADRS) is restored at this level which provides a specialized capability to produce requirements
and specifications in the development of personnel-related systems.
TARGETS; (See Program Call for Geo?topic Entries.)
8ENEFITS/PAYOFF: (Describe what the results of funding this decision package will be in terms of specific requirements being satisfied or functions being performed. Explain why the resources in
this decision package should be approved and emphasize the advantages of carrying out the activities involved. Discuss briefly the implications of not approving the resources requested, including
the impact on other organizations.)
The summer-only program has been a valuable source of temporary clerical help for the summer-and effective
future employees. The restoration of more positions to the Washington Area Recruitment Office will provide for
increased recruitment utilization at a relatively low cost. All matters pertaining to Honor and Merit Awards
will be conducted from a central point. The preparation of biographic profiles and some maintenance of a
Qualifications Record System can be accomplished. These activities are considered essential elements in the
Agency's overall personnel system. The restoration of ADRS will enable the Office of Personnel to have a small
staff of specialists to direct the development of computer systems that are necessary for the conduct of
personnel-related activities. The senior rotational position will allow for the assignment of senior DDA
careerists into the Office of Personnel to both contribute to and learn from Agency personnel management.
Approved For Release 2001/08/07 CIA-RDP84-00688R000200090014-1
(12.77) 4009 SECRET
 Approved For Release 2001/ en7~+ln2DP84-00688R000200090014-1
DECISION PACKAGE Austere II (Continued)
ADVERSE IMPACT ON DECISION UNIT OBJECTIVES: (Explain what program requirgmenis are not c vered l this level of funding, with emphasis on shorlfalIs in ccoshing fie or more of the
decision unit objectives.) This level will require some participation oy tie operating components in recruitm'Wt , selection,
processing, and correspondence. This level does not provide for a centralized facility for arranging travel and move-
ment of household effects for employees, does not permit any recreational activities assistance to employees,
and eliminates completely the external employment assistance program. Qualifications coding of skills and retrieval
responses remain limited at this level and project CENQUAL could not be effectively implemented. Agency requirements
for maintaining and servicing of the Official Personnel Folder would also continue in a diminished capacity.
PMCD will be limited in their scope of survey activity and the office's personnel management specialists will
continue to work primarily from reaction rather than initiation.
AGENCY AND COMMUNITY IMPLICATIONS: (Describe how the activities in this package relate to specific program plans of other elements of CIA or the Intelligence Community. Indicate efforts
made to coordinate within CIA and the Community.)
Restoring the Honor and Merit Awards Branch to their current level will relieve the components of the
responsibility of conducting awards ceremonies. Inclusion of the DDA senior rotational position at this level
will provide for the assignment of other DDA careerists to the Office of Personnel.
PMCD will continue to fall behind in their survey schedule resulting in invalid Agency position structures,
titles, and grades.
SECRET
 Approved For Release 200 5y,,FL 4-RDP84-00688FR000200090014-1
Z1313-2 ZERO-BASE BUDGET REQUEST
DIRECTORATE
Administration
II
Austere
DECISION PACKAGE LEVEL
COMPONENT
Package 4 of 8
Office of Personnel
CONSOLIDATED DECISION UNIT
DECISION UNIT
General Support
Personnel
ACTIVITY DESCRIPTION: (Describe the activities that will be performed with the resources requested in this decision package. Describe the primary substantive targets and highlight new areas of
endeavor Where possible, provide funds and positions associated with clearly identifiable projects or activities at the austere levels and above. To the extent possible, indicate the relationship of
what will be performed to the present level of effort.)
This level provides for the complete centralization of recruitment, selection, processing, and placement
d
t
ore
of well-qualified applicants to meet specific Agency personnel requirements. The remaining positions are res
to the Qualifications Analysis Branch (QAB) to perform completely centralized coding and maintenance of a
Qualifications Record System producing a skills and language inventory. Another position is restored to the
maintain up-to-date
l folders
l
ffi
i
,
personne
a
c
Transactions and Records Branch (TRB) to service requests for o
of documents in the Official Personnel Folder, and to compute creditable service. Another position
filin
g
is added to ADRS to further enhance the Office of Personnel's capabilities in the development of personnel-related-
computer systems.
TARGETS: (See Program Call for Geo-topic Entries.)
BENEFITS/PAYOFF: (Describe whot the results of funding this decision package wilt be in terms of specific requirements being satisfied or functions being performed. Explain why the resources in
this decision package should be approved and emphasize the advantages of carrying out the activities involved. Discuss briefly the implications of not approving the resources requested, including
The impact on other organizations.)
This level will allow all the recruitment/selection/placement objectives set out in the Decision Unit Overview
to be met. It will allow the Agency to move forward positively in the effort to increase minority representation.
The addition of the positions for QAB will permit increased qualifications coding and maintenance of the skills
and language inventories in support of various programs and activities of the Agency such as the competitive promo-
ment and determina-
eer develo
d
i
i
p
car
ng an
n
tion program, reassignment of personnel, selection of individuals for tra
of servicing the
the abilit
t
ib
t
y
e
o
u
tion of recruitment and manpower projections. The TRB position will contr
better file maintenance, and improved processing time of personnel transactions. The one
heavy demands for the OPF
,
position in ADRS will provide a full staff to meet the ever-increasing demands of producing requirements and
specifications in the development of personnel-related computer systems.
Approved For Release 2001/08/07 CIA-RDP84-00688R000200090014-1
 Approved For Release 2001 /0 i9; i, a2DP84-00688R000200090014-1
DECISION PACKAGE Austere III (Coi tinued)
ADVERSE IMPACT ON DECISION UNIT OBJECTiVESr (Explain what program requirements are not covered at this level of funding, with emphasis on shortfalls in accomplishing one or more of the
decision unit objectives,)
This level restores the recruitment/selection/placement activities to their current level although no new areas
of endeavor can be undertaken. This level does not cover the important function of a centralized facility for
arranging travel and movement of household effects for employees. This package also does not permit recreational
activities assistance to employees and eliminates the external employment assistance program. PMCD will be limited
in their scope of survey activity and the office's personnel management specialists will continue to work primarily
from reaction rather than initiation. This level does not provide for the additional resources needed to service
the growing number of CIARDS annuitants.
AGENCY AND COMMUNITY IMPLICATIONS: {Describe how the activities in this package relate to specific program plons of other elements of CIA or the Intelligence Community. Indicate efforts
made to coordinate within CIA and the Community.)
Centralization of all personnel operations offered through this package will relieve the operating components
of this responsibility and provide for a more effective personnel management system for the Agency.
OUT-YEAR tMPLICATIONS: (Describe how expenditure of resources in this decision package will affect resource requirements in succeeding years, particularly FY 1987.)
PMCD will continue to fall behind in their survey schedule resulting in invalid Agency position structures,
titles, and grades.
 SECRET
Approved For Release 2001YM8/(3f7?1-CIiA-RDP84-00688R000200090014-1
Z1313-2 ZERO-BASE BUDGET REQUEST
DIRECTORATE
DECISION PACKAGE Austere IV LEVEL
Administration
Package 5 of 8
COMPONENT
Office of Personnel
CONSOLIDATED DECISION UNIT
DECISION UNIT
General Support
Personnel
ACTIVITY DESCRIPTION: (Describe the activities that will be performed with the resources reques ed in this decision package. Describe the primary substantive targets and highlight new areas of
endeavor. Where possible, provide funds and positions associated with clearly identifiable projects or activities at the austere levels and above. To the extent possible, indicate the relationship of
what wilt be performed to the present level of effort.)
This level restores the centralized transportation services and accompanying finance function of the
Central Processing Branch, Benefits and Services Division.
TARGETS: (See Program Call for Geo?topic Entries.)
BENEFITS/PAYOFF: (Describe what the results of funding this decision package will be in terms of specific requirements being satisfied or functions being performed. Explain why the resources in
this decision package should be approved and emphasize the advantages of carrying out the activities involved. Discuss briefly the implications of not approving the resources requested, including
the impact on other organizations,)
This package provides for centralized arrangements of all transportation (personal trips and movement of
household effects) for Agency employees making PCS or TDY moves including all the finance functions associated
with the activities. It provides for a branch chief and a clerical assistant to support this function.
Approved For Release 2001/08/07 CIA-RDP84-00688R000200090014-1
(12-7714009 SECRET
 Approved For Release 2001/Q$rll7C tUPDP84-006888000200090014-1
DECIS10N PACKAGE Austere IV
(Continued)
ADVERSE IMPACT ON DECISION UNIT OBJECTIVES: (Explain what program requirements are not covered at this level of funding, with emphasis on shortfalls in accomplishing one or more of the
decision unit objectives.)
This package does not include the performance of any functions associated with the documentation of travelers
(i.e., passports, visas, and cover documentation). !At this level, operating components would be required to continue
to perform all documentation functions on employees. Furthermore, this level would still preclude the furnishing of
any services connected with employee recreational activities or with external employment assistance--a program
that has provided much support to Agency employees and components during the recent DDO reduction. This level
does not provide for the additional resources needed to service the growing number of CIARDS annuitants. PMCD
will be limited in their scope of survey activity and the office's personnel management specialists will have to
continue to work primarily from reaction rather than initiation.
AGENCY AND COMMUNITY IMPLICATIONS: (Describe how the activities in this package relate to specific program plans of oilier elements of CIA or the Intelligence Community. Indicate efforts
mode to coordinate within CIA and the Community.)
Centralization of the transportation and finance services in the Central Processing Branch will relieve
the components of this complex task and provide for uniform service to all Agency employees.
OUT-YEAR I MPLICATIONS: (Describe how expenditure of resources in this decision package will affect resource requirements in succeeding years, particularly FY 1981
PMCD will continue to fall behind in their survey schedule resulting in invalid Agency position structures,
titles, and grades.
SEC
 zse 2
-
ZERO-BASE 'BUDGET REQUEST
DIRECTORATE
DECISION PACKAGE Current LEVEL
Administration
Package 6 of 8
co Off ce of Personnel
CONSOLIDATED DECISION UNIT
DECISION UNIT
General Support
Personnel -
ACTIVITY DESCRIPTION: (Describe the activities that will be performed with the resources requested in this decision package. Describe the primary substantive targets and highlight new areas of
endeavor. Where possible, provide funds and positions associated with clearly identifiable projects or activities of the austere levels and above. To the extent possible, indicate the relationship of
what will be performed to the present level of effort.)
This level restores to the Central Processing Branch the function of arranging all documentation for
travelers, including passports, visas, and cover documentation. It restores the centralized coordination
and planning of employee recreational activity. It restores the external employment assistance program to
operate within its current level.
TARGETS: (See Program Call for Geo?topic Entries.)
BENEFITS/PAYOFF: (Describe what the results of funding this decision package will be in terms of specific requirements being satisfied or functions being performed. Explain why the resources in
this decision package should be approved and emphasize the advantages of carrying out the activities involved. Discuss briefly the implications of not approving the resources requested, including
the impact on other organizations.)
This level provides for the complete centralization of all PCS and TDY travel processing ensuring uniform
service to all Agency employees. It provides a coordinated effort to offer Agency employees a wide range of
recreational activities including participation in sporting events and operating the physical fitness rooms
thus encouraging physical fitness in our employees. The external employment assistance program is provided
for in this package giving our employees an opportunity to obtain counseling and advice on outside employment
whether it be due to resignation, retirement, or termination.
Approved For Release 2001/08/07 CIA-RDP84-00688R000200090014-1
SECRET
1 1D7fti7 RDP8400688R000200090014
1
(12_77) 4009 SECRET
 Approved For Release 2001/0;R1iLRDP84-00688R000200090014-1
DECISION PACKAGE Current (Continued)
ADVERSE IMPACT ON DECISION UNIT OBJECTIVES: (Explain what program requirements are not covered at this level of funding, with emphasis on shortfalls in accomplishing one or more of the
decision unit objectives.)
This level provides programs at the current level. The office would further meet their objectives in the
areas of position and personnel management by the approval of the next levels of funding, Enhanced I and II.
AGENCY ANO COMMUNITY IMPLICATIONS: (Describe how the activities in this package relate to specific program plans of other elements of CIA or the Intelligence Community. Indicate efforts
made to coordinate within CIA and the Community.)
This package insures a high and workable level of personnel activities administered from centralized points.
It relieves Agency components of the necessity to conduct these activities individually. Components profit by the
fact that their services of common concern are preformed centrally with the expertise and the economics that are
realized by such arrangements.
OUT-YEAR IMPLICATIONS: (Describe how expenditure of resources in this decision package will affect resource requirements in succeeding years, particularly FY 7987.)
PMCD will continue to fall behind in their survey schedule resulting in invalid Agency position structures,
titles, and grades.
 SECRET
Approved For Release 2001 $ffl'`! lleItiA-RDP84-00688R000200090014-1
ZERO-BASE BUDGET REQUEST
General Support
UEGIJIUN PACKAGE rnnancea 1 LEVEL
Package 7 of 8
DIRECTORATE
^rimini cirntirsn
COMPO T
O ice of Personnel
"_,_" ____..__ ..._ ~....._.~ ..__.. .......~ .,..y~.~ . ,.. ~~.at~~y~~ r~cw rv~ or
endeavor. Where possible, provide funds and positions associated with clearly identifiable projects or activities at the austere levels and above. To the extent possible, ndicey~.the re.latiour
nship of
what will be performed to the present level of effort.)
This level provides funding for seven positions for the Position Management and Compensation Division, one
position in the Office of DD/Pers/Plans and Control, one in Review Staff, one in Plans Staff, and one in Retirement.
Four officers will augment PMCD's position classification and position management efforts and three will concentrate
on the development of positions standards and pay policy which is the basic framework for promoting pay equity in the
Agency. One position for a Special Projects Officer in the immediate office of the Deputy Director of Personnel
for Plans and Control would help to alleviate a tremendous increase in special studies requirements that have
occurred during the past year and the anticipated further increase in the future. The same increase in workload
also dictates the need for one more officer each in Review Staff and Plans Staff. One position is required in
Retirement Operations Branch to service the increasing CIARDS population.
BENE FITS/PAYOFF: (Describe what the results of funding this decision package will be in terms of specific requirements being satisfied or functions being performed. Explain why the resources in
this decision package should be approved. and emphasize the advantages of carrying out the activities involved. Discuss briefly the implications of not approving the resources requested, including
the impact on other organizations.)
At this level PMCD will be able to provide adequate position classification and position management services
to maintain a valid Agency position structure and to meet statutory requirements levied on Agency management. PMCD
will be able to review approximately 1/3 of the Agency's organizational structures and positions each year. Work
will also be greatly enhanced on the development of Agency position standards under the Factor Evaluation System.
The payoff from increasing the positions in the offices of the DD/Pers/P,&C, Review Staff, and Plans Staff will be
in more timely and thorough responses to the Director of Personnel and to Agency management on various projects,
policies, and procedures. The Retirement position will provide more timely service to the increasing CIARDS
population.
. Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090014-1
(Ip_?} 4009 SECRET
 Approved For Release 2001/0&I DP84-00688R000200090014-1
DECISION PACKAGE Enhanced I (Continued)
ADVERSE IMPACT ON DECISION UNIT OBJECTIVES: (Explain what program requirements are not covered of this level of funding, with emphasis on shortfalls in accomplishing one or more of the
decision unit objectives.)
This office would further meet their objectives in the area of employee benefits and services and personnel
management by the approval of the next level of funding, Enhanced H.
AGENCY ANO COMMUNITY IMPLICATIONS: (Describe how the activities in this package relate to specific program plans of other elements of CIA or the Intelligence Community. Indicate efforts
made to coordinate within CIA and the Community.)
This increased levels of support provided by the additional positions requested in this package will enhance
the position management and classification and personnel management of all components in the Agency.
OUT-YEAR IMPLICATIONS: (Describe how expenditure of resources in this decision package will affect resource requirements in succeeding years, particularly FY 1987.}
No implications.
 Approved For Release Cl
1 /'Ig97
`
~C tRDP84-0068880002000
90014-1
ZBB-2
ZERO-BASE' BUD GET R QU EST
DIRECTORATE
Administration
once
DECISION PACKAGE
LEVEL
of
Package
COMPONENT
Office of Personnel
CONSOLIDATED DECISION UNIT
DECISION UNIT
General Support
Personnel
ACTIVITY DESCRIPTION: (Describe the activities that will be performed with the res in this decision package. Describe the primary substantive targets and highlight new areas of
endeavor. Where possible, provide funds and positions o4sociated with cl a ly identifiable projects or activi s o ustere level a above. To i' t possi !e indi of the ~o h' of
rr'
i
s
t '
what will be performed to the present level of effort.) This level a s two positions to
'ersonnef
iV1sion ~5 , a elec?i~n O
ta
i~ei
for Professional Staffing Branch (PSB) and a Special Assistant. It allows new approaches to be undertaken regarding
personnel requirements and applicant selection and frees the Division Chief for full attention to managerial and
supervisory duties.
An additional clerical position for the immediate office of the Director of Personnel is requested to help relieve
an increased workload that requires sophisticated secretarial support.
This package also adds one position to. the Incentive Awards Branch (IAB) for the increased workload from
changing requirements and added emphasis in the employee suggestions and superior achievements field. In addition, the
increasing number of retirements requires that the activity be increased by another position in order to cope with the
mounting workload and the increasing expectation for fast action in all retirement cases. The external employment
activity, a highly visible function on which are levied great expectations, has an increasing workload with indications
that this increased workload will continue for a number of years; one additional position is required for this function
The increased activities in the retirement area put a strain on the clerical assistant to the Chief, Retirement Affairs
niviqinn (RAT)) who is shared with the Retirement Board Secretariat. At this level, therefore, an additional clerical
TARGETS: (See Program Call for Geo-topic Entries.) assistant is sought.
BENEFITS/PAYOFF: (Describe what the results of funding this decision package will be in terms of specific requirements being satisfied or functions being performed. Explain why the resources in
this decision package should be approved and emphasize the advantages of carrying out the activities involved. Disc brie y the mp catians of not approv the re sou ces re ted i eluding
the impact on other organizations.) The addition of one Selection Officer will give PSB the ability to meet t"requent~y w~ l 1i
Agency components to constantly refine recruitment requirements and to discuss specific applicant qualifications. Then
is no acceptable alternative if achievement in this area is to be improved, an item of personal interest to the
Director. Staff Personnel Division encompasses an unusually diverse array of activities and the Chief must spend too
much time reacting to events. The additional Special Assistant would free the Chief to concentrate on the management
of SPD with a consequent increase in effectiveness for the entire Division. An immediate benefit, as well as a
long-range benefit, would be derived in the area of planning.
This package provides for an additional counselor in the external employment assistance activity which will
enable all counselors to make contacts outside the Agency to find where jobs are available in addition to absorbing
the..anticipated increase in cliental. It also provides for an additional retirement technician to meet the increasing
demands and activities in the retirement area. The D/Pers position will augment the current secretarial complement
and assist the Administrative Officer who now does not have full-time clerical assistance. The Special Achievement
and Exceptional Accomplishment Awards Program has increased the workload of the Incentive Awards Branch necessitating
the assignment of an additional clerical. This package also includes an additional clerical assistant for the
Retirement Board Secretariat, an active office that currently shares clerical assistance with the Chief, Retirement
Affairs Division.
Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090014-1
SECRET
~
li
7, 4009 SECRET
 SECRET
Approved For Release 2001/0 7 friJA4RDP84-00688R000200090014-1
DECISION PACKAGE Enhanced II (Continued)
ADVERSE IMPACT ON DECISION UNIT OBJECTIVES: (Explain what program requirements are not covered at this /ever of funding, with emphasis on shortfalls in accomplishing orre or more of the
decision unit objectives.)
All programs are covered at this level in an efficient manner. Disapproval of this package would reduce
the efficiency and effectiveness of certain elements in the Office of Personnel.
AGENCY AND COMMUNITY IMPLICATIONS: (Describe how the activities in this package relate to specific program plons of other elements of CIA or the Intelligence Community. Indicate efforts
made to coordinate within CIA and the Community,)
OUT-YEAR IMPLICATIONS: (Describe how expenditure of resources in this decision package will affect resource requirements in succeeding years, particularly F.Y 1987.)
No implications.
SECRET
 Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090014-1
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Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090014-1