FY 1972 ANNUAL REPORT - DD/S AIR PROPRIETARIES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84-00780R004900020014-4
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 18
• Document Creation Date: December 14, 2016
• Document Release Date: November 18, 2002
• Sequence Number: 14
• Publication Date: July 21, 1972
• Content Type: PAPER

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During FY 1972 negotiations that had been proceeding for about
two years among the National Park Service, the Federal Highway Admin-
istration, the General Services Administration and the Central Intelligence
Agency culminated in the transfer to ClA of 43.776 acres of land from the
Bureau of Public Roads. Subsequent to the acquisition the additional parcel
was enclosed by a chain link fence and an unused water tower was
dismantled and removed.
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Letter to L. E. Nunnally, Regional Director, Region 3, Property Management
and Disposal Service, G. S. A. , from DD/S John W. Coffey dated
26 May 1971, DDS 71-2134
Letter to Rod Kreger, Deputy Administrator, G. S. A, from DD/S John W.
Coffey, dated 26 May 1971, DDS 71-2133
Letter to: L. E. Nunnally from Charles H. Conrad, Executive Director of
the National Capital Planning Commission dated May 28, 1971
Memo to DD/S from D/SEC dated 1 June 1971, Subj: "Security Ramifications
of Real Estate Adjacent to Headquarters Langley Site." DDS 71-2201
Letter to Robert L. Kunzig, Administrator of General Services, from Richard
Helms, Director of Central Intelligence, dated 1 June 1971.
DDS 71-2189 and transmittal note from Mr. Helms to Dr. Kissinger.
Letter to Douglas K. Kinsey, Commissioner, Property Management and
Disposal Service, G.S.A. , from John W. Coffey, DD/S, dated
14 June 1971. DDS 71-2379 with attachments.
Informal Note to Mr. Coffey from
with attachments .
dated 22 June 1971
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Letter to John W. Coffey, DD/S from Douglas K. Kinsey dated 25 June 1971.
DDS 71-2550 with attachment.
Letter to John W. Coffey from L. E. Nunnally dated July 16, 1971.
DDS 71-2853 with attachment.
Letter to L. E.' Nunnally from Robert S. Wattles, Acting DD/S dated 21 July 1971.
Memo for Record signed by R. S. Wattles, Acting DD/S dated 2 August 1971,
Subject: Federal Highway Property. DDS 71-3044.
Letter to John W. Coffey from Douglas K. Kinsey dated August 13, 1971.
DDS 71-3253.
Letter to John W. Coffey, DD/S, from L. E. Nunnally dated January 13, 1972.
DDS 72-0206.
Letter to L. E. Nunnally from John W. Coffey dated 26 January 1972. DDS 72-0266.
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Letter to John W.' Coffey from Lawrence S. Casazza, Deputy Associate
Administrator for Administration, Department of Transportation,
dated March 21, 1972, with enclosures.
Letter to L. E. Nunna.lly from John W. Coffey, dated 3 April 1972.
DDS 72-1279
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MAJOR DEVELOPMENTS:
,Support Conference
Office Directory Conferences
r~a5~rie rs
Sappo~rt-Offcer of the?I:980's~
Archives, Records, History, Class. -- ~QllbS~; Delegation of A~2thority
MAJOR ACCOMPLISHMENTS:
~xnes Ca~e~ria'
P a o -of-C-la sifi~atenals,
Feet Book (Unless OTR mentions)
~/~=-r{ot~e~ac~ipn~=growing out of Support Conference)
V EXCC Sessions with O, D.'s -`Planning -Program Review
/Nt~s~e~ers_~o_Suppo~t. Officers. in ~Iqs area
data Distri3~ution Grid (if UC says nothing)
GAS-'
all frustrations
Hqs land acqusition
TBC abolished
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~ 4 JUL 'i9~2
FY 72 Annual Report -Career Management Office/DDS
1. During the period 19 - 21 September 1971 the Support Career
Service Conference was held at
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Conference was designed to encourage maximum participation, discussion
and interchange of ideas. There is little doubt that this goal was achieved.
Four major topics were discussed:- (a) Plan for the future of the Support
Directorate; (b) The Support Career Service: The current system and
recommendations for improvement; (c) The Professionahzation of the
Support Officer; and (d) Career Management; The present system and what
should it be.
2. .Significant recommendations made at the Conference are listed
below. The CMO/DDS office has spent considerable time during the past year
working on these recommendations.
a. Develop a professional proactive and participatory role for
the Support Directorate within the Agency. The Conference concluded
that this would necessitate a change from classical Agency support to
amore administrative role.
b. Participat ion in program and policy decision-making was
considered a major goal. Organizational Development was considered
a possible means by which the Directora
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in arational way. Efforts are being made in this direction through
meetings among the DD/S, ADD/S, and Directorate Office Heads.
c. Centralize Control of all Support people, slots, and funds
within the DD/S.
d. Create an organizati oval environment that encourages
innovation and change. In this regard it was agreed that there are
distinct advantages in managing rather than reacting to demands for
change. Lack of communication was discussed as a central theme.
The establishment of the Support Officers Advisory Group was the
outgrowth of the Conference. This group serves as a forum for the
articulation of new ideas on Directorate problems, policies, and
programs.
e. Give Support Officers at all grade levels an opportunity
to participate in Directorate decision making wherever possible.
The DD/S has approved the practice of appointing subpanels to
rank Support careerists for promotion. Subpanel members appoi~ed
are two grades senior to the Officers being ranked. Subpanel
members are rotated so as to avoid officers being ranked by the
same subpanel members two years in a row.
f. Establish a subpanel that would focus on management of
"Specialists" careers within the Service. Records Officers,
Information Processing personnel and other specialists were given
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special attention by the establishment of a task force to study
specialists in the Service. This group made many recommendations
to the DD/S on how Specialists should be managed and the CMO/DDS
has been designated as the Action Officer to carry out these
recommendations. Accomplishment of these recommendations
should lead to the lessening of specialists in the Support Career
Service and direct more attention to career development of specialists
already on board.
g. Recognize the need for a Career Development Program
for Support Careerists by appointing a Career Development Officer..
h. Devise some form of communication to overseas Support
Officers in order to keep them informed on matters concerning their
career service, The results of the Support Officers Conference have
been communicated to overseas personnel and additional information
on career matters are being sent periodically.
i. Establish criteria concerning job experience, overseas duty,
education and training which would allow orderly progression and
increased responsibility for young officers accepted into the Support
Career Service.
j. Look to the functional offices within the Directorate a.s the
main source of acquiring additional personnel for the Support Career
Service. The Career Management Officer has asked Directorate
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offices to submit names of personnel qualified and interested in
the Support Career Service. Efforts will be made during the
next year to select personnel from these lists who will experience
a broadening of their career through assignment to Support positions.
Should the careerist not be interested in the Support Career Service
after completing a normal tour he will be permitted to return to his
career service, hopefully, with a broader understanding of his
Directorate and its mission.
k. Identify Support Officers at the GS-13 Ievel and above who
have executive potential. Subpanels have been appointed and the
results of their reviews have been submitted to the DD/S. Future
assignments, training and other career decisions will be made on the
basis of these evaluations.
1. Investigate the feasibility of an inter-functional and intra-
directorate management career service at the senior level.
m. Establish standardized criteria for the competitive
evaluation of the Support Professional. The Support Officers
Advisory Group has studied this matter thoroughly and has proposed
revised criteria for the service. This system will be given a test
run in the fall of 1972.
3. During the past year the Support Service Career Service system
was reviewed and as a result the Support Career Service Career Board
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was reconstituted. The Deputy Director's Panel was established and
the .Staff Operations Panel was reconstituted. (Copy of Admin Instruction
Attached).
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PERSONNEL DD/S ADMINISTRATIVE
29 February 1972 INSTRUCTION No, 72-4
REORGANIZATION OF THE SUPPORT SERVICES CAREER BOARD
ESTABLISHMENT OF DEPUTY DIRECTORS PANEL
REORGANIZATION OF STAFF OPERATIONS PANEL
Rescission: DD/S Administrative Instruction Noo 65-11
to Background
As a result of deliberations conducted at the 1971 Support Career Service
Conference and a review of the recommendations submitted in the Agenda Com-
mittee's "Final Report of the Support Career Service Conference of 1971, " the
Deputy Director for Support hereby recognizes the Support Career Service
system as set forth below,
2. Support Services Career Board
The Support Services Career Board is hereby reconstituted, Membership
will be as follows:
Chairman -The Assistant Deputy Director for Support (ADD/S)
Voting Members -The Directors of the Offices of Communications,
Finance, Logistics, Medical Services, Personnel,
Security, and Training--with their respective
Deputies as alternates.
Executive Secretary -The Career Management Officer (CMO) for the
Support Career Service,
The Support Services Career Board will:
a, consider and make recommendations to the Deputy Director for
Support on policy and major procedural matters as they may affect the
Support Directorate Career Services;
b, review competitive evaluation of all Support Directorate Careerists
for promotion to (or at) the supergrade level;
a
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c o review and make recommendations to the Deputy Director for
Support regarding the nominees of the several Support Career Services
for the Senior Schools, Executive Development Programs, and full-time,
professional training for GS-15 and supergrade personnel;
d, perform other personnel management functions as directed by the
Deputy Director for Support,
3 , Deputy Director's Panel
The Deputy Director's Panel is hereby established. Membership will be
the Assistant Deputy Director for Support (Chairman), the Special Support
Assistant to the Deputy Director for Support, the Executive Officer to the
Deputy Director for Support, the Career Management Officer for the Support
Career Service, and three Support careerists of supergrade rank. The term
of office of these latter three members will be generally limited to an 18-
month period. Future appointments to the Panel will, however, be purposely
staggered to provide for continuity;
The Deputy Director's Panel will:
a, continuously review all requirements for "S" Career Service Of-
ficers at the GS-15 and supergrade level and make assignment recom-
mendations as appropriate;
b, review and take action on requests for extensions. of tour and
second tours, transfers to the "S" Career Service, conversions to career
employee status, requests or nominations for training, and other personnel
matters concerning "S" careerists at the GS-15 or supergrade levels;
c, perform a competitive evaluation of all "S" careerists for promo-
tion to or at the supergrade level for review by the Support Services
Career Board;
d. perform other personnel management functions as directed by
the Deputy Director for Support,
4. Staff Operations Panel
The Staff Operations Panel is hereby reconstituted.
To ensure that the Deputy Director for Support (DD/S) may have the benefit
of the advice and counsel of senior Support Officers who are knowledgeable of
position requirements, the inevitable diversity in career patterns and the
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qualifications of "S" careerists, the Staff Operations Panel will henceforth
be composed of a Chairman, chosen by the DD/S from the senior Support
Officers serving on his immediate staff, the Career Management Officer
(CMO) for the Support Career Service who will serve as Executive Secretary,
and five senior (GS-15 or above) Support Officers who collectively have a wide
range of Agency experience, Excepting the permanent status of both the
Chairman and the Executive Secretary who will both serve at the pleasure of
the DD/S, membership on the Staff Operations Panel will be generally limited
to an 18-month period, Furthermore, all future appointments to the Panel will
be purposely staggered to provide for a degree of continuity in its deliberations.
Membership will be reconstituted as follows:
Chairman - A senior Support Officer chosen by the DD/S from
his immediate staff,
Voting Members - Five senior Support Officers knowledgeable of the
Directorates of Intelligence, Plans, Science and
Technology, Support; and the Independent Offices;
and the Career Management Officer (CMO) for the
Support Career Service ,
Executive Secretary - The Career Management Officer (CMO) for the
Support Career Service,
a o The Staff Operations Panel will:
(1) consider and make recommendations to the Deputy Director
for Support on policy and major procedural matters as they may affect
"S" careerists at the GS-14 level and below;
(2) continuously review all requirements for "S" officers at the
GS-14 level and below and make recommendations regarding the as-
signments of available "S" careerists to the Deputy Director for Support;
(3) perform competitive evaluations of all "S" careerists for
promotion up to and including the GS-15 level and make appropriate
recommendations to the Deputy Director for Support;
(4) recommend to the Deputy Director's Panel all outstanding "S"
careerists in grades GS-14 and below who in the considered judgment
of the Staff Operations Panel should be given special consideration for
either promotion to supergrade or assignment to positions-which nor-
mally require a Support careerists at the GS-15 or supergrade level;
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(5) review and make recommendations to the Deputy Director
for Support on requests for extension of tour and second tours, transfers
to the "S" Career Service, conversions to career employee status, re-
quests and nominations for full-time professional training, and other
personnel matters concerning "S" careerists in grades GS-14 and below;
(6) perform other personnel management functions as directed by
the Deputy Director for Support,
b. The Chairman of the Staff Operations Panel will appoint, at his dis-
cretion, subpanels to assist in any specific reviews or career planning activi-
ties which may be assigned by the Deputy Director for Support, or which his
Panel may wish to undertake .
c, Panel members will not participate in any proceedings or delibera-
tions which involve contemplated actions which may concern them as individuals,
5a Procedures
The deliberations of the Staff Operations Panel, the Deputy Director's Panel,
and the Support Services Career Board will be recorded in the form of minutes
by the Executive Secretary,
6. Addendum
The addendum to this Administxative Instruction sets forth the current mem-
bership of the Deputy Director's and Staff Operations Panels and the expiration
J~~._ _ r ..Y. .
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Distribution:
Orig - DD/S subject
1 - DD/S chrono
1 - DD/S
1 -ADD/S
1 - EO-DD/S
r
Deputy .Director
for Support
1- Ea: D/CO, D/F, D/L, D/MS, D/P, D/S, D/TR
1 -SSA-DD/S
1 - C/SOS-DD/S
1 - C /PS -DD /S
1 - SA-DD/S
1 - CMO-DDn/S1
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The Support Career Service
1. In addition to the functional specialty career services of the
Support Directorate (personnel, logistics, security, etc. ), there is the
Support Career Service which has its home base in the Office of the Deputy
Director for Support. This Career Service at 30 June 1972 consisted of
25X9 Demployees, grades GS-18 through GS-3. The officer group, those
GS-9 and above, are assigned throughout all Directorates and Independent
25X1 Offices a oreign posts. These widely skilled support
specialists serve in a variety of general support assignments as well as
in such top positions as the A.DD/S, the Director and Deputy Director of
Logistics and the Chief, Audit Staff.
2. Career management of this group is accomplished through three
mechanisms. A Deputy Director's Panel is responsible for career manage-
ment and development of all officers grade GS-15 and above, presently
25X9 totalling The Deputy Director's Panel consists of the ADD/5 as Chairman
and five senior officers of the Directorate. This Panel is responsible for
continuously reviewing all requirements for "S" Career Service officers at
the GS-15 and supergrade level, taking action on assignments, promotions,
training, etc.
3. The Staff Operations Panel is responsible for the general career
management of "S" careerists at the GS-14 level and below, presently
25X9 totalling
The main interest of this Panel is centered on the group
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GS-9 through 14 since this constitutes the group that are serving in the
general support field. The Panel has cognizance of the remaining members
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of the "S" Service who are GS-8 and below (a total of~and from time to
time is called upon to advise or recommend action to the DD/S for members
of this group. In practice the DD/5 Career Management Officer, who serves
as Executive Secretary to both the Deputy Director's Panel and the Staff
Operations Panel accomplishes career management actions directly with
Staff Chiefs of the DD/5 under whose jurisdiction all of them are utilized.
4. The "S" Career Service recently adopted a policy of recruitment
of new Support Generalists from among the offices of the Support Directorate.
By following this practice the Support Generalists of the future will have had
in depth training and experience in at least one of the support specialities.
For the foreseeable future, it is not planned to introduce new Support
Generalists from externally recruited graduates of the career trainee
program.
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