REORGANIZATION OF THE OFFICE OF THE DEPUTY DIRECTOR FOR ADMINISTRATION

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP87-00058R000200070012-1
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 31
• Document Creation Date: December 14, 2016
• Document Release Date: February 5, 2003
• Sequence Number: 12
• Publication Date: June 29, 1979
• Content Type: MF

'Approved For Release 2063104129- 14-ADP87-60058R00
MEMORANDUM FOR: Director of Personnel
FROM
SUBJECT
g JUN 1979
Don I. Wortman
Deputy Director for Administration
? Reorganization of the Office of the
Deputy Director for Administration
1. On 14 June 1979, two changes in the organizational
structure of the Office of the Deputy Director for Adminis-
tration became effective. One of these changes is in-
tended to provide for a management analysis and planning
capability to supplement the functions of the Budget Staff
and the Management and Assessment Staff. This change
results in the creation of the DDA/Management Staff (DDA/MS).
The other is intended to reflect more realistically the
Agency-wide nature of the information services responsibility.
This change results in the establishment of the Information
Services Staff (ISS) as a separate organizational element
in the Administration Directorate and the establishment of
a new career sub-group, MI. This Staff will, organization-
ally, be equivalent to the eight Offices in the DDA.
2. Attached as Tab A is a paper detailing the action
required by Personnel Management and Compensation Division
to effect these changes. Since these new staffs are already
functioning, please amend the Staffing Complement as re-
quested as soon as possible. The majority of positions
are being moved at the current grade. In those cases
where upgrading is indicated, appropriate downgradings have
been made to compensate for points.
3. Attached as Tab B is a listing of positions
identified for abolition as a result of the FY-79 reduc-
tions. These positions should be removed from the Staffing
Complement simultaneously.
Distribution:
Orig - Addse-
1 - DDA subj
1 - DDA chrono
4)1- DIW chrono
- C/ISS
- GMO/DDA
1 - CMO/DDA chrono
? -,,?:?.???-?
t
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DOM WMIMAN
Don I. Wortman
25X
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Next 6 Page(s) In Document Exempt
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ADMINISTRATIVE - INTERNAL USE ONLY
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(This Notice is NOT to be Filed in Agency
Manuals. Please Destroy After Reading.)
ORGANIZATION
ANNOUNCEMENT OF ORGANIZATIONAL CHANGES
12 July 1979
1. Effective 14 June 1979, the Information Systems Analysis Staff
? and the Information and Privacy Staff were combined into the Information
Services Staff, established as a separate organizational element in the
Directorate of Administration. Concurrently a new career sub-group
was established. On the same date, the position of Assistant for
Information, DDA was redesignated Chief, Information Services Staff.
tpf
2. is Chief, Information Services Staff, and
Hs Deputy Chief. The Chief, Information Services Staff
retains all the authorities and responsibilities held as Assistant for
Information.
3. The Information Services Staff is composed of the following
components:
a. The Records Management Division, which directs the
Agency records management program and is responsible for the
Agency classification program as required by Executive Order
12065.
b. The Information and Privacy Division, which receives
and processes all requests submitted to the Agency under the
Freedom of Information and Privacy Acts and the mandatory
classification review provisions of Executive Order 12065.
c. The Classification Review Division, which manages
the Agency program for systematic classification review
under Executive Order 12065.
d. The Regulations Control Division, which directs
and monitors the processing, coordination, and publication
of Agency regulatory issuances.
DON I. WORTMAN
Deputy Director
for
Administration
DISTRIBUTION: AB
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ADMINISTRATIVE - INTERNAL USE ONLY
ST
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INFORMATION SERVICES STAFF
STAFF NOTICE 22 August 1979
Change of Career Service Designation
In early September, it is expected that the Office
of Personnel will have completed the establishment of the ISS
positions in the Agency table of organization. At that time,
we will be able to prepare ISS personnel actions against these
positions and change the career service designation of
employees who are now assigned to ISS. When I met with you
in the auditorium for the ISS organization briefing, I
advised you that we would have an "open" period of up to one
year for employees to determine if they wanted to become
members of the MI Career Service. That commitment is still
valid. Notwithstanding this "open" period, however, we need
to move ahead with the conversion of ISS employees to the MI
Career Service as soon as possible. It is believed that the
majority of ISS employees have already made a decision as to
whether they wish a change in their career service designation.
Accordingly, it is requested that all employees who have
decided to enter the MI Career Service please make this known
officially by completing and returning the attached form
indicating your decision. This form should be signed by the
employee and will become part of the record in the individual's
personnel file.
Conversely, for those employees who wish to retain
their present career service designation and treat their
assignment to ISS as a rotational tour, this form will serve
as your formal declaration that no change is desired. Thus,
we will be in a position to work with representatives of your
home office in negotiating the terms of your continued assign-
ment to ISS and a date at which you will be expected to return
to your career service component.
For those employees who need more time to consider
conversion to the MI Career Service or who feel they have a
special situation which they would like to discuss, it is
requested that you get in touch with the Deputy Chief, Information
Services Staff at your convenience. We have no intention of
foreclosing on the one year "open" period; however, in order to
complete the organization of ISS and begin to function as a
career service entity, we need to change the career service
designations of all those employees who have already made a
determination to join our new organization.
..a
Chief
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STAT
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MEMORANDUM FOR: Chief, Information Services Staff
FROM:
SUBJECT:
REFERENCE:
E
(Name and Employee Number)
Membership in the New MI Career Service
ISS Staff Notice dated 22 August 1979,
Change of Career Service Designation
Yes, I wish to join the new MI Career Service.
Please change my career service designation
accordingly.
No, I do not wish to join the MI Career Service.
I wish to continue my membership in the
Career Service and consider my present assign-
ment as a rotational tour with ISS until
, subject to approval.
(date)
I wish to defer decision on joining the new MI
Career Service pending further consideration,
and will contact the Deputy Chief, ISS for
discussion of this matter by 14 September 1979.
(Employee)
(Date)
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INFORMATION SERVICES STAFF (ISS)
Overall Functions
Responsible for planning and managing the Agency
Records Management Program, coordinating and responding to
public requests under the Freedom of Information and Privacy
Acts, implementing Executive Order (E.0.) 12065 concerning
national security classification and declassification of
Agency records and other information, and maintaining the
Agency regulatory system.
Office of the Chief
Designated Agency Security Classification Officer,
Agency Declassification Officer, Agency Records Management
Officer, Agency Archivist.
Responsible for liaison with the National Archives
and Records Service and Office of the Federal Register.
Serves as Head of the MI Career Service; DDA
representative to the Public Affairs Advisory Group and
Publications Review Board; Executive Secretary of the
Information Review Committee (IRC); Chairman of the IRC
Working Group; DCI representative on the Interagency
Information Security Committee; and Agency's focal point for
contact with the Information Security Oversight Office.
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CLASSIFICATION REVIEW DIVISION
Manages the Agency program for systematic
classification review under E.O. 12065; establishes
systematic classification review guidelines; develops and
implements systematic classification review procedures;
prepares classification guides in coordination with other
Agency componentsdmaintains liaison with other U.S.
/ and /
Government agencies concerning systematic review of
permanent records over which they or the Agency have
classification jurisdiction.
INFORMATION AND PRIVACY DIVISION
Receives and processes all requests submitted to
the Agency under the Freedom of Information and Privacy
Acts and the mandatory classification review provisions of
E.O. 12065; assigns records search and/or review tasks to
appropriate Agency components; processes appeals on denied
requests; conducts liaison with other Government agencies
regarding the processing of requests; and prepares reports
for Congress or other Governmental elements as required by
law or Executive Order.
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REGULATIONS CONTROL DIVISION
Directs and monitors the processing, coordination,
and publication of Agency regulatory issuances; works
directly with initiators and coordinators of regulatory
issuances to resolve substantive differences; and prepares
coordinated regulatory issuances for the DCI, DDA, or DDO
approval.
RECORDS MANAGEMENT DIVISION
Provides for controls over the creation, main-
tenance, use, and disposition of all Agency records;
develops and encourages the application of standards,
procedures, and techniques designed to improve the manage-
ment of records; ensures the maintenance and security of
records of permanent value; facilitates the segregation and
disposal of records of temporary value; and is responsible
for the Agency Security Classification Program under
E.O. 12065.
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CLASSIFICATION REVIEW
DIVISION
INFORMATION
ARCHIVES AND
RECORDS CENTER
BRANCH
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CAREER MANAG
C I
MI
POLICY AND PROCEDURES
i I:VP
SERVICE
MAD, MI CAREER SERVICE
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CAREER MANAGBIENT POLICY AND PROCEDURES
INFORMATION SERVICES STAFF
I. POLICY
In accordance with the guidance and authorities set forth
in Agency regulations, the following career management policies
and procedures are established for the Information Services
Staff (ISS).
A. Selection into the MI Career Service (Information
Services Staff) will be based on a determination of the best
interests of the Staff and of the individual. Selection of
individuals for clerical positions requires approval of the
Division Chief. Selection of individuals for professional
positions through grade GS-14 requires approval of the Chief
or Deputy Chief, Information Services Staff. Selection of
individuals for assignment to positions graded GS-15 and
above will be made by the Chief, ISS.
B. Professional members of the MI Career Service
will be evaluated competitively on the basis of performance
and demonstrated potential to perform effectively at or
beyond the next higher grade. Comparative rankings will be
made at least annually according to the individual's overall
value to the service. Secretarial and clerical members
of the Nil Career Service will not be competitively ranked,
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but will be evaluated within the staff performance evaluation
system.
C. Promotions will be made in accordance with the uniform
promotion policy of the Agency. Approval of MI Career Service
personnel for promotion will be made by the Chief, ISS as Head
of the Na Career Service, based upon Career Board recommendation
and overall availability of ISS headroom. Exceptions to Board
promotion recommendations through GS-14 will be fully documented
as to the reasons, approved by the Head of the Career Service,
and reported to the Board concerned. Exceptions to Board
promotion recommendations to GS-15 and up will be forwarded to
the DCl/EOCI for resolution. The Director of Personnel Policy,
Planning, and Management is to be advised of all exceptions
in order to monitor them and semi-annually to submit an analysis
of these exceptions to the DCl/DDCI. Employees in grade GS-15
or above will be evaluated and ranked by the Chief and Deputy
Chief, ISS. The ISS Senior Career Board will evaluate and rank
professional and clerical employees in grades GS-08 through GS-14.
The ISS Secretarial/Clerical Career Board will evaluate clerical
employees at grades GS-07 and below.
D. There will be no minimum time-in-grade criteria for
promotion eligibility. However, Career Boards will establish
general promotion guidelines that will be followed unless
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circumstances warrant other action. In order for individuals
to be considered for promotion, the most recently required
fitness report must be completed and available for Career
Board review at the time of its meeting. Promotion recommendations
will be submitted by memorandum directly to the appropriate
Career Board Chairman by Division Chiefs. Career Boards may
initiate promotion actions based upon a competitive evaluation
finding of all eligible employees in the grade category.
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E. No individual will be criticized or penalized
in any way for exploring opportunities for reassignment
within or outside the Information Services Staff. When
resignation or transfer has been decided upon, a firm
date should be discussed and agreed upon by the individual
and the chiefs of the gaining and losing components. Super-
visors are obligated to counsel their employees on career
possibilities and to assist those who feel a change is
desirable. The ISS Personnel Officer also will provide
counseling and assistance as needed.
F. Position vacancies normally are filled com-
petitively on the basis of experience, ability, potential
and past performance. The Career Board will be responsible
for planning and recommending assignments, subject to
approval of the Chief, ISS, that will promote the career
development of the employee in preparation for increased
responsibilities. Moreover, some NU Career Service positions
may be reserved for rotational assignments of other careerists.
The existence of a position vacancy or staffing requirement
in an ISS component normally will be advertised in writing
throughout the Staff. In this way, individuals who believe they
are qualified will be given the opportunity to apply for the
vacant position.
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G. Supervisors will prepare a fitness report on each
career employee at least annually in accordance with the
schedule set forth in Agency regulations. Employees will
be shown all entries in the fitness report except.when unusual
circumstances preclude it. In such circumstances, the supervisor
will fully explain the reasons in the report. When a supervisor
perceives employee deficiencies, discussions toward improvement
should be held promptly and not delayed pending completion of a
fitness report. Discussions of serious deficiencies that may
affect retention of an employee in the NJ Career Service should
be recorded and the employee given a copy. If deficiencies not
previously discussed with an employee are recorded in a fitness
report, a comment should be included as to why such discussion
was not held.
H. Employees are encouraged to seek appropriate training
to upgrade skills applicable to the current assignment and, as
appropriate, for the long-term enhancement of ability to undertake
assignments of greater responsibility.
I. Grievances will be considered impartially.
Grievances not related to equal employment opportunity
will be handled in accordance with established grievance
procedures. Complaints of discrimination based on race,
color, sex, religion, age, or national origin will be
handled through the EEO process.
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J. Employees are encouraged to submit constructive
suggestions to improve any element of staff policy,
procedure, or activities, and to discuss their suggestions
with their supervisors and appropriate staff officials.
K. The Information Services Staff is actively
involved in various programs involving the Agency that
make awards in recognition of exceptional contributions
or accomplishments. Such awards, as outlined in the
regulations, include honor, merit, and service awards;
suggestion, invention, special achievement, and exceptional
accomplishment awards; and public service awards.
Individuals at all grade levels may be eligible to
receive such awards.
II. CAREER BOARDS
A. ISS Senior Career Board
1. The ISS Senior Career Board is composed
of the following members:
Deputy Chief, Information Services Staff Chairman
Chief, Records Management Division Member
Chief, Information and Privacy Division Member
Chief, Classification Review Division Member
Chief, Regulations Control Division Member
Personnel Officer
5
Executive
Secretary
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2. In addition to responsibilities for evaluating
and ranking individuals as set forth in section I, the
ISS Senior Career Board will:
a. Provide an overview of all
personnel, manpower, and career management
matters affecting the Staff and members of
the NU Career Service.
b. Advise the Chief, Information Services
Staff on career management matters.
c. Evaluate the career potential of
each professional member of the Na Career
Service (except Board members), and provide
recommendations to Chief, ISS on recruitment,
assignments, training, and separation.
d. Upon request by an employee or the
employee's Division Chief, evaluate a possible
reassignment or change in work assignment and
take appropriate action, or recommend appropriate
action where authority of the Board does not reach.
e. Assume responsibility for guiding
affirmative action programs and periodically
review staff accomplishments and achievements
in promoting equal employment opportunity.
f. Concern itself with the needs of non-
NU Career Service personnel on rotational
assignment to the Staff, and make appropriate
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recommendations to their own Career Service.
3. The ISS Senior Career Board will
meet monthly or as frequently as required. The
Chairman of the Board will approve all Board actions
involving MI Career Service personnel or MI Career
Service positions. The Chairman may delegate any
portion of this responsibility to another ISS Senior
Career Board member, or the Executive Secretary if it is
determined that such delegation is warranted.
B. Secretary/Clerical Career Board
1. The ISS Secretary/Clerical Career Board is
Composed of the following members:
Executive Officer Chairman
Records Management Division
Representative Member
Information and Privacy Division
Representative Member
Regulations Control Division
Representative Member
Classification Review Division
Representative Member
Personnel Officer Executive Secretary
2. In addition to responsibilities for evaluating
individuals as set forth in section I, the ISS Secretary/
Clerical Career Board will:
a. Concern itself with personnel and
career management matters that particularly
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affect clerical personnel of the MU Career Service.
b. Advise the Chief, Information Services Staff
on personnel and career management matters relating to
clerical personnel of the MI Career Service.
c. Monitor the career development of each
clerical member of the Na Career Service and provide
recommendations to Division Chiefs on recruitment,
assignments, training, and separation.
d. Coordinate with the ISS Senior Career
Board an affirmative action programs that promote
equal employment opportunity for clerical personnel.
3. The ISS Secretarial/Clerical Career Board will meet
monthly or as frequently as required. The Chairman of the
Board will approve all Board actions involving MI Career Service
personnel.
4. Recommendations for promotion to grades GS-08 and below
may be forwarded at any time to the Executive Secretary when the
Division Chief considers such action appropriate. The Board
will act on promotion recommendations at the next meeting
following their receipt.
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III. EVALUATION PROCESS
A. Purpose
The purpose of the evaluation process is to
measure the performance and potential of employees
in relation to established criteria to assist
management in recommending promotions, assignments,
and training. The evaluation process also aids in
identifying individuals whose performance suggests
a need for improvement, and also aids individuals
in their own career planning and self assessment.
B. Elements of the Evaluation Process
1. Evaluation results will consist of (a)
numerical rankings of individuals according to
their overall value to the Career Service under five
categories, (b) a promotion list, and (c) narrative
comments on each individual to include strengths,
weaknesses, proposals for career development,
recommended training and assignments, and other
items that may assist in career counseling. The
five evaluation categories are as follows:
GROUP 1: Demonstrated Highest Potential (HP)
Individuals whose demonstrated performance is
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noteworthy and who function consistently at a
level significantly superior to others of their
grade. Individuals in this category possess
exceptional judgment and perspective, have outstanding
qualifications, and consistently display exceptional
initiative. They are clearly able to assume
greater responsibility immediately because of
their promotability or obvious potential for
growth.
GROUP 2: May Develop High Potential (MD)
Individuals whose demonstrated performance is
strong and who currently function at a level above
most others of their grade. Individuals in this
category possess excellent judgment and perspective,
have above average qualifications, and display
initiative most of the time. With experience or
training, they can be expected to move easily into
positions of greater responsibility. Their growth
potential is clearly above average.
GROUP 3: Valuable Contribution (VC)
Individuals who are turning in a good, solid
performance. They demonstrate good judgment and
reasonably broad job perspective, and their qualifications
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are consistent with their job. They demonstrate
satisfactory ability to act on their own initiative,
with only moderate supervisory guidance. Their
promotability or growth potential is clearly a function
of increased experience, training, and broadening.
GROUP 4: Limited Potential (LP)
Individuals in this category perform adequately
under frequent supervision. Although overall performance
normally is adequate, upon occasion they may show poor
judgment or lack of perspective. Their qualifications
are generally consistent with their job. Individuals
in this category either rarely demonstrate initiative or,
when they do, must clearly be supervised to channel it
properly. They presently are not promotable, but could be
with acceptable response to supervisory counseling
and training, and after a period of consistently
proficient performance.
GROUP 5: Substandard (SS)
Individuals in this category presently are
doing poorly. Their performance is less than
adequate and work performed frequently must be
redone or reassigned. Such individuals display
poor judgment and perspective. They either lack
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appropriate qualifications or fail to apply their
ability to the job at hand. They rarely demonstrate
initiative and are clearly not promotable. Their
growth potential is severely limited.
2. In evaluating individuals, Board members
should remember that the MI Career Service will
benefit from the advancement of those who display
initiative, creativity, and leadership. Board
members should be particularly alert to identify
those who display good managerial capabilities to
organize and direct groups with diverse talents
toward accomplishing common objectives. A key
criterion in determining an individual's suitability
for promotion is the ability and potential shown
to perform at the next higher grade level. Moreover,
Board members should assess the individual's intel-
lectual honesty and integrity, dependability, and
ability to work harmoniously and effectively with
others. Board members also must ensure that MI
careerists on extended training or on temporary
? assignment outside the Na Career Service are not placed
at a disadvantage in the rankings because of their
absence.
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3. The Personnel Officer, Information
Services Staff, will provide Board Chairmen with a
list of individuals to be evaluated, their personnel
files, and current fitness reports.
4. Board Chairmen are authorized to request
additional information from component heads and
supervisors concerning employee performance and
potential not clearly reflected in records available
to the board. Such requests will be honored
promptly. Documents accumulated as a result of
these requests will be considered working papers
to be retained for no more than two years as part
of the Career Board records. Such worksheets,
notes or memoranda will not be incorporated into
individual personnel files.
5. The number of individuals who may be
promoted will be limited by the total available
headroom within the Staff. If headroom exists,
employees may be promoted one grade above the
authorized grade of the position to which they are
assigned. Individuals promoted on this basis will
be reassigned to a previously identified position
at the higher grade within one year, or as provided
for in the regulations.
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6. The Executive Secretary of each Career
Board will provide the Chief, ISS with a complete
copy of the Board's evaluation of the individuals
under review, and will provide each Division Chief
with the results concerning members of their Division.
Individuals have the right to know their standing
in the evaluation and may consult either with the
Executive Secretary, the Board Chairman or any Board Member.
7. Where competitive evaluation is required,
Board Members may use the suggested evaluation form
provided in the attachment.
IV. SURPLUS PERSONNEL
Agency regulations require differentiation between
individuals considered for separation because of substandard
performance and those who are surplus because their skills
or functions no longer are required. Boards should identify
and recommend action for individuals who (1) are potentially
surplus because their skills are no longer required, (2) are
involved in functions to be reduced or eliminated, or (3)
cannot be flexible with respect to assignment if such flexibility
is required. Individuals who have reasonable prospect for
reassignment or advancement without retraining should not be
identified as surplus.
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V. ASSIGNMENT PREFERENCE
A. Each member of the MI Career Service will be
given opportunity at least annually to record his or
her preference for future assignments and training. An
assignment preference form (attached) for this purpose will be
maintained by the ISS Personnel Officer. Upon completion,
the form should be returned through supervisory
channels to the Personnel Officer. The completed form
will be used by the Career Boards in carrying out their
responsibilities concerning employee assignments and
training.
B. If an individual desires permanent assignment
outside the MI Career Service, he or she may so indicate
by using the form provided or by forwarding a memorandum
to the ISS Personnel Officer through administrative
channels. The Administrative Staff will explore all
possibilities for reassignment and assist the individual
in every appropriate way to achieve the desired goal.
VI. PROMOTION OF ROTATIONAL PERSONNEL
Promotion recommendations for non-NI Career Service
personnel serving in ISS will be directed to appropriate
officials of the parent components. Such recommendations
should be submitted through the Chairman, ISS Senior Career
Board for concurrence. Appropriate follow-up will be taken
to ensure response.
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SCORING
1 - Enter an X in the appropriate column for each of the five items.
2 - Compute a column sum for each column by multiplying the column
point heading by the number of X's in the column.
3 - Compute an overall score by totaling the column sums and dividing
the total by 5. Express the result to the nearest tenth.
4 - Covert the overall score to a performance category group by use
?of the following scale:
aml
WNW.
4s1Imo
MUM.
5.0
HP
4.5
MD
4.0
VC
2.0
LP
1.5
SS
1.0
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SUGGESTED EVALUATION WORKSHEET
Outstanding Strong Proficient Marginal Unsatisfactory
Job Performance
Judgement/Perspective*
*
Experience/Education
Initiative
Promotability/*
Growth Potential
COLUMN SUMS
OVERALL SCORE
Choose whichever basis is preferred by the rater with respect to the person being rated.
Approved For Release 2003/04/29 : CIA-RDP87-00058R000200070012-1
Approved For Release 2003/04/29 : CIA-RDP87-00058R000200070012-1
HEADQUARTERS REASSIGNMENT QUESTIONNAIRE
CURRENT OFFICE OF ASSIGNMENT:
1. Please check which of the following you wish to be considered for:
Remain in current office of assignment
Reassignment within your Division
Reassignment within ISS
Reassignment into another Directorate
COMMENTS:
2. Advise if you have any interest in another area of the NU career service;
e.g., rotational assignment from a Records Admin Officer position to an
Intelligence Officer-Classification position, etc.
3. Note any training which you feel would be beneficial to your career
development. If known, identify courses by title.
4. Please describe any special circumstances which should be considered in
reassignment.
5. Supervisor's review and comment:
Signature Date
Return to: Personnel Officer
DDA/ISS
5B2830 Headquarters
Approved For Release 2003/04/29 : CIA-RDP87-00058R000200070012-1
AT
AT
ApfrovedForRelitetnfattp4fifilDCREMO-09FlitEn000200070012-1
SUBJECT: (Optional) : -
FROM:
r-
EXTENSION
NO.
Executive Officer, Information
ISS 80-054
Services Staff, DDA
DATE
582830 Headquarters
,
17 January 1980
TO: (Officer designation,....nagm number, and
building) _...
DATE
OFFICER'S
COMMENTS (Number each comment to show from whom
RECEIVED
FORWARDED
INITIALS
to whom. Draw a line across column after each comment.)
ADDA
Attached is the requested
copy of the Information Services
?
Staff organization chart, including
the following information:
3.
(1) Number of positions
in each Division and front
office; and
4.
(2) Names, position and
grades of Chief, Deputy, and
?
Division Chiefs.
.
7.
.
Attachment
.
10.
11.
12.
13.
EO/ISS/
:mes (17 Jan 1980)
[ Distribution:
Original - Addressee w/att
1 _ TCC C...1.4 .../.........
rf!!7f,
1 - ISS Chrono Watt
Approved For Release 2003/04/29 : CIA-RDP87-00058R000200070012-1
TAT
Approved For Release 2003/04/29 : CIA-RDP87-00058R000200070012-1
Approved For Release 2003/04/29 : CIA-RDP87-00058R000200070012-1