FOLLOW-UP ON DCI'S SPEECH ON EXCELLENCE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP86B00885R001001040088-5
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 6
• Document Creation Date: December 21, 2016
• Document Release Date: January 15, 2009
• Sequence Number: 88
• Publication Date: April 18, 1984
• Content Type: MEMO

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The Deputy
11g3/'
24 May 1984
NOTE FOR: Executive Director
In the gig department, I want
to remind you of my 18 April memo and
the fact that I'm looking to you and
the Deputies to maintain the momentum
and spirit behind this exercise. Please
tell me what progress is being made to
that end at one of our next sessions.
I also asked by 1 April for a
plan correcting the imbalance of women
in senior grades. With the SIS promotion
cycle upon u.s, I don't want to miss
that opportunity to do some "fixin."
ACTION GIVEN-DOC AND COPY TO
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- Office of Personnel should revise necessary
regulations to reflect that assignments of SIS-ls/2s
deg le a ted to the Deputy Directors
authority to approve awards up to the CIM is delegated
to Career Service Heads; control of FTE is delegated
to Office Heads
CONFIDENTIAL
En6~c .:v Y
- W/O S&T INPUT
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?-~+...l.i;. :l L.1? , Ill..... _..
CONFIDENTIAL
- w/o S&T Input
1 8 APR 1984
MEMORANDUM FOR: Executive Director
Deputy Director for Operations
Deputy Director for Intelligence
Deputy Director for Science and Technology
Deputy Director for Administration
Director of Personnel
foundation to keep the momentum going.
3. Specific comments on individual actions follow:
Evan`',- -wtth" Yts 'accompanying--memo'to S&T"Office'Directors,'wh'icti does C
good job of capturing the spirit behind this effort and laying a
. __ _Y2...., I.. am. sendi ng,.each of you a.complete set of the responses in case
John,N. McMahon-
Deputy Director of Central Intelligence
Follow-up on DCI's Speech on Excellence
1. I have reviewed your initial responses to our follow-up on the
DCI's speech and a number of related items that you have forwarded
since. I was glad to see some significant steps have been taken,'but I
want to ensure that we make good on all the Director's commitments and
that the spirit behind this exercise becomes part of our everyday life.
,~,_Delegati on,.of A'u or sR
0-9 Pno s.
I'd like Chuck to aet all of`vour
views on that and get back to me.
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- Providing Feedback, Recognition, etc
- I didn't see too much on this one and would urge each
of you to do what you can in your components to encourage
greater recognition of employee contributions.
Streamlining Procedures/Paperwork
- Annual Work Plans should now be optional
across the board and Personnel should get out a
notice saying so.
- The DDA and'DDI should eliminate any require-
ments for. separate documentation for promotion
recommendations to make it unanimous across
Career Services.
- DDA should keep pressin to simplify roced r
e-s
for external trainin .
Better Communications
--L app,)aud, the_ DI:..s_ newsletter..;andr,thewnDS&T-." . .,.
campaign,to get-out to his outer offices once'o.r
twice a week. The rest of you should do what you
can to get out and around and encourage your. Office
Directors/Division Chiefs to do the. same.'
- The idea behind the Directorate Trends and-High-
lights program was to have each of you put.on a
session once a year open to all employees high-
lighting trends and developments in your components.
I'd like each of you to take up Harry's offer of
assistance in setting up these sessions. Chuck, I
think the E Career Service should also participate--
employees would be interested in our relationship
with Congress, the press, what our overall budget
prospects look like, et cetera.
- I didn't notice any response on providing periodic
briefings to,employees on benefits and other items
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of interest. Harry, why don't you take the lead on
that?
25X1
- I trust each of you will work with Jim Taylor on the
best way to provide feedback from IG surveys.
- OMS's plans for health fairs and a newsletter
sound fine.
- Chuck, you should have George Lauder be on the look-
out for selective opportunities for senior officials
to speak to res onsible groups.
Personnel/Training
- I would like to know who 0 is developing the
basic introductory course for new employees.
-:I understand current regulationscover_waiving.. .. .
time-ingrade guidelines for, promotions. I'd like
each of you o`,give your pane! s guidance you expect them to use guidelines'as that--guidelines--and
to recommend promotions-for exceptional performance
as warranted."
.., ->IJeshoul be able__to_domore 4.n-.t4e_dua1 ,.caree
t ack,aea'~, ,?d 9
oo .1.oo
that--ODP technicians, and DDO case officers come
to mind as possibilities.
- Personnel shouldmove'out'on the regulation/notice
eliminating thel,eight-Hour donation rule for
directed overtime:
A i1 icfrpt o - Intpr 1 Ifoo Pr!;,
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t. tip, , ~._ . .
- I look forward to Personnel's paper on special
pay scales for high technology categories and
wonder what happened to the paper on secretarial/
cler' ay scales that was talked about for some time
Ora)?
(note to the DDA should have.
clarified the con usion on the labeling issue.
There is no problem talking about occupational
categories--i.e., secretaries, analysts, clericals,
case officers. The'problem is the implication that
some of those categories are not professional,
which obviously is untrue.
- Nobody said. anything;about..taking alook at the
impact of technology on,people, jobs, or our office
environment. Chuck, please have someone take on
that task.
The phased retirement"options
Per~onnel"offered up
%
.have-4'potential vi.-I'd.i4kb