LIMITATIONS/CONSTRAINTS ON AGENCY EMPLOYEES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP86-00024R000100010004-5
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 11
• Document Creation Date: December 16, 2016
• Document Release Date: July 19, 2005
• Sequence Number: 4
• Publication Date: December 15, 1983
• Content Type: MF

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STAT
MEMORANDUM FOR: Robert W. Magee
Director of Personnel
Deputy Director for Policy, Analysis
and Evaluation
SUBJEOT: Limitations/Constraints on Agency Employees
1. Attached for your information is a fairly comprehensive list of
limitations/constraints on Agency employees compiled in cooperation with OP
representatives from all Directorates (see Attachment A). Issues common to
all Federal employees, e.g., the Hatch Act, were omitted. Although some of
the items cited are not necessarily unique to CIA, the group believed each
item is perceived by a significant number of employees as a limitation/
constraint relating to Agency affiliation.
2-. The material is sorted randomly within three groups as defined:
a. Job-Related-items referring expressly to the job-setting, cover
and/or cover organizations and the need for protection of one's
employment status.
b. Employee-Related-items referring to Agency employees in general
whether overt or covert.
c. Family-Related--items impacting directly or indirectly on an
employees family or close relatives.
3. For comparison with other Federal agencies, six different matrices are
contemplated (illustration is attached). The questions to be raised are
essentially as follows:
a. Is security (personal/physical) a part of an employee's job?
b. Is cover (personal/organizational) a part of an employee's job?
c. Must employees obtain prior special approval before taking certain
actions?
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d. Are certain initiatives (positive actions/behaviors) required of
employees?
e. Are employees subject to certain actions by the employer?
f. Does Agency affiliation impact in any special way on an employee's
family or close relative?
4. Several self-imposed employee limitations/constraints are identified
(see Attachment C) to illustrate that a wide-range of management controlled
decisions and programs also affect employee perceptions. Of course, these
types of "limitations" are not part of the matrix package being developed for
external comparison.
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-- Social contact by Headquarters and domestic field personnel with
Agency personnel overseas is prohibited unless prearranged and
approved beforehand.
Group social activities of Agency employees will not be identified
openly by CIA.
Classified information must be controlled at all times requiring
employees not to leave rooms unoccupied at any time unless such
information is properly stored.
Employees must conduct security checks at the close of each work day.
Medical (including psychiatric) standards for employment are
especially prescribed.
Pay and leave matters are made complicated by virtue of employee
affiliation with cover organizations.
-- Employees are often required to work two jobs, i.e., their Agency job
and their cover job.
Employees are not permitted to take work home.
Employees traveling to "Defensive Briefing Areas" must be briefed
beforehand.
Employees assigned overseas must have their domestic help checked by
security before hiring. At the discretion of the COS, employees may
not be permitted to occupy the home of their predecessor (if living
off the economy), and/or use previously employed domestic help.
Non-official cover employees do not have ready access to Agency
facilities, i.e., employee activity association, ticketron,
recreational areas, etc.
Changing cover requirements impose inconveniences to affected
employees,e.g., telephone inquiries from non-witting persons, credit
reference checks, etc.
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-- Employees must occasionally feign any knowledge of another employee
and/or his or her affiliation with the Agency.
7\ Agency compartmentation/"need to know" principle limits communication
and employee feedback.
Employee-Related
1~_
X
x
X
X
Employees will not solicit requests for speaking engagements before
non-Government groups.
Employees and former employees must submit all writings, including
works of fiction which mention intelligence activities, or outlines of
oral presentations for prior review.
Employees must receive prior approval for:
part-time employment
? sponsoring entry of an alien into the United States
court appearances
? attending international conferences or conventions
? operating a CB or amateur radio overseas
marrying an alien
? private foreign travel
Employees must not discuss classified information in unofficial
outside activities or with their families.
Employees must report any unofficial contact with anyone known or
believed to be a citizen, employee or representative of a Communist
government or front organization.
Employees must report recurring or close contact with nationals,
employees, or representatives of non-communist countries.
Employees are subject to dismissal if the Agency is of the opinion
that a spouse or intended spouse is a security risk.
Employees must obtain a "cover legend" prior to any private foreign
travel.
Employees must not disclose Agency affiliation in response to
canvasses of occupational information.
Retiring, resigning, or employees departing on extended leave must
prepare for approval a summary of Agency employment.
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Unforeseen absences from work must be reported in the first two hours
to the supervisor or the office of Security.
Separating Agency employees are ineligible for subsequent employment
with the Peace Corps for five years.
-- Employees are subject to the polygraph examination throughout the
course of their employment.
-- Employees are reinvestigated periodically throughout the course of
their employment.
X Agency compartmentation limits the extent of recognition employees may
receive for achievement or valor.
-- Employees serve without tenure, i.e., they may be separated at any
time under the Director's authority without benefit of appeal.
-- Employees cannot be unionized.
Family-Pelated
High medical insurance claim experience, i.e., Agency hospitalization
plan premiums are affected by fact that non-Agency persons are
prohibited from joining, and the stress on employees and their
families is disproportionately high.
Only children of overt employees may participate in the "Summer-Only"
77, employment program.
-- The risks of service abroad are greater for Agency employees because
of the current high visibility of the Agency and the proneness of
foreign officials to allege CIA involvement in any unpopular incident
or activity.
Changing "cover" stories by employees create internal family problems
where relatives often conclude the employer-is having difficulty with
his or her career.
- Agency affiliation often imposes limitations on the life-style of
family members of employees, and awkwardness in social situations.
IN
Family members are not permitted to visit the employee's work-site
except under special circumstances.
Employees who separate from the Agency under cover carry an additional
burden which affects them and their families on a continuing basis
even following the employee's death.
-- Under certain circumstances family members are subject to special
psychiatric/psychological assessment.
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Eight hour Donation of overtime:
ilk
Exempt employees (under FLSA), GS-12 and above, are not entitled to
overtime pay for the first eight hours of such overtime.
Supervisors oversee subordinate leave activity:
In addition to authorizing the use of earned annual leave for their
subordinates, Agency policy provides that supervisors are to be kept
informed of the employees "whereabouts" while on leave. This is not
common to most other Federal agencies.
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(Illustration of Agency Comparisons)
Matrix I
Is security (Personal/Physical) a part of the job?
Agency: State Department Yes No (Circle one)
(If yes, answer the following:)
YES
EST. %
OR
EMPLOYEES
OCCURRENCE
NO
AFFECTED
Continuous/Occasional
1. May group social activities held
outside of agency premises
be openly identified with the
agency?
2. Do employees have access to or
control classified information?
3. Do employees conduct security
checks at the close of each work
day?
4. Are employees permitted to take
work home?
5. Are employees permitted to
discuss their work with family
and friends?
6. Must employees display a badge
on the premises during the course
of their work day to verify their
status as agency employees?
7. Are employees subject to having
packages/briefcases examined upon
departing agency premises?
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Self-Imposed Constraints
-- One-grade promotions:
Professional/administrative employees in certain occupational series
positions are granted two-grade promotions from GS-5 to GS-11
elsewhere in the Federal service, not so in the Agency.
-- Uniform promotion rule:
Employees are generally promoted as the opportunity presents itself
elsewhere in the Federal Service. Here employees are promoted on a
prearranged schedule.
-- Time-in-Grade Policy:
This policy varies among the Career Services under our decentralized
system causing some consternation among employees.
-- Reassignment restrictions:
The timeliness of the dissemination of job vacancy information
and/or the availability of the employee for release for
reassignments varies among Career Services.
The time-frame authorized for employees to use their earned home
leave credits is Agency controlled.
--
Skill/aptitude test requirements:
The test standards for clerical applicants including shorthand, are
perceived to be substantially higher than ordinarily required in
other Federal agencies.
--
Comparative Promotions:
--
Agency employees compete for rank (grade) and
promotion to specific positions; the latter i
Federal service in general and places the ini
Assignment Policies:
not directly for
s characteristic of the
tiative on the employee.
A substantial number of Agency employees occupy positions of a
higher grade for lengthy periods without benefit of commensurate
pay. This is not the case in the Federal establishment at-large.
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REMARKS
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DO NOT use this form as a RECORD of approvals, concurrences, disposals,
clearances, and similar actions
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OPTIONAL FORM 41 (Rev. 7-76)
Prescribed by GSA
FPMR (41 CFR) 101-11.206
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FY-1984 - 5 HRPS Improve the Retention Rate for Employees
1. Activity This Period:
HRPS has produced a formal review covering Agency attrition for the past
five years. This review contains statistics and color graphics and covers
Directorates and Greer Services by subcategory.
We have begun to analyze the reasons for employee separations, starting
with the major breakdowns and progressing to specific occupation groups.
Some factors are already clearly evident, including an extraordinarily
low overall attrition rate, and a rate of clerical progression that far outstrips
the small number of clerical separations.
2. Problems :
Our only problem, to date, has been the time and and effort involved in
conforming the varying numbers extracted from different portions of the
data base. However, we are currently within projected time frames and antici-
pate no further significant delays.
3. Status:
Proceeding according to plan.
4. Plans for Next Period:
Oomplete an analysis of separation patterns and trends over the last five
fiscal years.
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TAT
FY 1984 - 6 OP/HRPS
OP/ID
Time-in-Grade Consistency:
Activity This Period:
Statistics have been obtained which provide the information on component
time-in-grade experience. These are now being reviewed to determine in-
consistencies or patterns.
Problems:
None encountered to date and none anticipated.
Status:
This project is currently on track.
Plans for Next Period:
The statistical review will be finished and a Directorate survey will be
taken to document policies and rationales for inconsistencies. This activity
should be completed in time to prepare recommendations for explaining or
resolving component time-in-grade variations, by the end of March.
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