PROJECT FRESH START (THE DESIGN OF A NEW AGENCY CLASSIFICATION AND PAY SYSTEM)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP88-01192R000100030001-0
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 57
• Document Creation Date: December 27, 2016
• Document Release Date: November 19, 2012
• Sequence Number: 1
• Content Type: MISC

Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
,
PROUBCT H sTART
(THE DESIGN OF A NEW AGENCY CLASSIFICATION AND PAY SYSTEM)
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
1.
0
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EC I FRAMEWORK
ft 4
"ADJUST OUR PAY SYSTEM...TO BETTER RELATE PERFORMANCE AND COMPENSATION"
"MAKE EXTENSIVE CHANGES....TO MORE ADEQUATELY REWARD EXPERTS"
"RETHINK CURRENT BENEFITS TO OFFER A BROAD ,FLEXIBLE COMPENSATION PACKAGE THAT
RECOGNIZES THE NEEDS OF OUR EMPLOYEES VARY, AT DIFFERENT STAGES OF THEIR LIVES
AND CAREERS"
"REFOCUS OUR TRAINING PRCGRAMS
?. I
I.
'DEVOIE mDRE pF.,soupus TO THEM" ,
10'
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I
Declassified and Approved For Release 2012/11/19 : CIA-RDP88-01192R000100030001-0
WHAT IS INCLUDED IN PROJECT FRESH START
41.0
4.4
4 It
O NEW POSITION CLASSIFICATJON'AND PAY SYSTEM(BANDI)
o PAY FOR PERFORMANCE -- INCLUDING NEW PERFORMANCE APPRAISAL SYSTEM
st a j
Ai
O 'TOTAL COMPENSATION (PAY An BENEFITS)
O SPECIALIST -- MANAGEMENT 1 TRACKS
O PRCMOTION SYSTEM
O COMUNICATIONS PROGRAM
O TRAINING PLAN
O AUTOMATION SUPPORT
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WHO WILL BE INCLUDED?
GS
SIS
NON-GS
4
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POSITION CLASSIFICATION
WHY NOT GENERAL SCHEDULE
O GS SYSTEM -- CONCEPT THAT FEDERAL GARNMENT IS SINGLE EMPLOYER
AGENCY AUTHORITIES RECOGNIZE UNIQUE INTEELIGENCE NEEDS
O GS CLASSIFICATION SYSTEM -- COMPLEX AND DIFFICULT '10 ADMINISTER
- NOT REFLECTIVE OF UNIQUE REQUIREMENTSAND AGENCY VALUES
- AGENCY HAS CONSTANT NEED TO MODIFY 10',EETTER FIT OUR NEEDS
O CURRENT AGENCY CLASSIFICATION SYSTEM THEREFORE IS NOT A PURE GS SYSTEM
WHILE ALSO NOT TOTALLY ADEQUATE FOR CIA
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PAY
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
v
WHY NOT GENEIOp SCHEDULE
?t'
O GENERAL scampLE IplioT MARKET SENSITIVE
- PUTS pRESSURE:C6CLASSIFICATION SYSTEM TO MEEW MARKET DEMANDS
-
- SKEWS HIRING GRWE GUIDELINES TO REMAIN COMPETITIVE
EMPHASIZES 4ONGEVIIT
PERFORMANCE
- PROMOTION SEEN AS PRIMARY MEANS OF REWARD -
O RESTRICTS MANAGEMENT FLEXIBILITY/ACCOUNTABILITY FOR PAY DECISIONS
o NARROW PAY RANGES LIMIT FLEXIBILITY TO ESTABLISH PAY-FOR-PERFORMANCE SYSTEM
PROMOTES DISPARITY BETWEEN EMPLOYEE'S VALUE AND EMPLOYEE'S PAY
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Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
PROJECT ORGAN I ZATION
o AGENCY?WIDE TASK FORCE
o IN'rEROE'FICE WORKING GROUP
PIOJECT TEAM
o OCCUPATIONAL TEAMS
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AGENCY-WIDE TASK FORCE
COMPOSITICN
CHAIRMAN
- REPRESENTATIVES FROM EACH CAREER SERVICE
0 FuNcricv
- REVIEW ISSUES FROM PROJECT TEAM
- PROVIDE RECOMMENDATION TO EXCOM
11?
- PROVIDE POLICY DIRECTION TO TEAM
- MOBILIZE CAREER SERVICES RESOURCES NEEDED FOR PROJECT
- RESPONSIBLE FOR IMPLEMENTATION OF NEW SYSTEM
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INTEROFFICE WORKINdGROUP
(CCORDiNATION AND TECHNICAL OVERSIGHT)
O COORDINATION & LIAISON FUNCTIONS FOR PROJECT
O INFORMATION FORUM FOR PROJECT STATUS
0 INCLUDES:
-DA
OFFICE OF PERSONNEL (P MGMT & PERSONNEL SYSTEMS)
OFFICE OF TRAINING & EDUCATION (TRAINING & COMMUNICATIONS) e
OFFICE OF INFORMATION TECHNOLOGY (AUTOMATED SYSTEMS SUPPORT)s:
OFFICE OF MEDICAL SERVICFS (PERFORMANCE STANDARDS/SURVEYS)
OFFICE OF FINANCE (PAYROLL SYSTEMS)
- COMPTROLLER (BUDGETARY POLICY &?cm LINKAGE)
- OFFICE OF CONGRESSIONAL AFFAIRS (OVERSIGHT COMMITTEES LINKAGE)
- OFFICE OF GENERAL COUNSEL (LEGAL SUPPORT)
DI ]
DS&T REPRESENTATIVES
DO
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4 OCCUPATIONAL Twis
o FIVE TO SEVEN EXPERTS FOR EACH OF 35 MAJOR OCCUPkIONS BEING ANALYZED
W
A. WORK WITH PROJECT TEAM TO DO JOB ANALYI;S:
- DEVELOP LEVELS IN OCCUPATION
- IDENTIFY SKILLS/COMPETENCIES:FOR EACH LEVEL
' t
- IDENTIFY PERFORMANCE STANDARDS
- DEVELOP PROMOTION CRITERIA
.t
B. WORK WITH PROJECT TEAM TO:
- DEVELOP CAREER HANDBOOKS
- FORMULATE PROMOTION PROGRAM FOR OCCUPATIONS 1
- ASSESS IMPACT OF NEW SYSTEM ON OCCUPATIONS
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CONTRACTOR SUPPORT
TOWERS, PERRIV, FORSTER & CROSBY (TPF&C)
O INTEF*ATIONAL CONSULTING FIRM WITH: EXPERTISE IN DESIGN OF
COMPENtTION SYSTEM-
:
A
O SUPPO14 TO DESIGN OF POSIT
1
HAY HUGGINS, INC
o INTERNATIONAL CONSULTING FIRM WITH EXPERTISE IN DESIGN OF
BENEFITS PROGRAM
O SUPPORT TO DESIGN OF BENEFITS STRUCTURE AS PART OF TOTAL
COMPENSATION
LASSIFICATIONLAND PAY SYSTEM
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Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
COMPU'rER
SYSTEMS
-
PERFORMANCE
APPRAISAL
sYsrEm
PROJECT TEAM
PROJECT MANAGER
PRCMOTION
SYSTEM
r ?
. - - ?COPMUNICATIONS
TRAINING
TOTAL
CCMPENSATION
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PROJECT TEAM
? :6
PROJECT MANAGER
pasmoN
CLASSIFICATION
AND PAY
New position
classification
system
Define Levels
Establish posi-
tion require-
ments for
managers/
specialists
PERFORMANCE
PROMMION
COMPUTER
TOTAL
APPRAISAL
SYSTEM
SYSTEMS
COMPENSATION
CaIMUNICATIONS
TRAINING
SYSTEM
Develop job-
Develop
Agency-
sonnel/ -
Flexible bene-
Educate & feed-
System
Adm.
specific wide & occupai Payroll system fits back
performance tiOn specific ' mcidifications Mgmt Training
requirements requirements Tiered benefits Attitude Surveys
Cost Projections Specialist
Simplify Ad-Models OcbuPational Briefings Training
ministration ' linkage
Publications
Provide basis for
linkage to pay
Design pay sys- Performance Plans
tem
Establish ; Performance
external market Appraisal
' linkages 7 System
Dual Track
System
Career Hand-
books
,
EMployee Bene-. Performance
fits simulation linkage
Automated posi-
tion classifica-
tion/performance
appraisal
System Maintenance
& reporting
?
E
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
PROJECi TEM'
PROJECT MANAGER
POSITION
CLASSIFICATION
AND PAY
New position
classification
system
Define Levels
Establish posi-
tion require-
ments for
managers/
specialists
Design pay sys-
tem
Establish
external market
linkages
PERFORMANCE
APPRAISAL
SYSTEM
PROMOTION
SYSTEM
COMPU'rER
SYSTEMS
TOCAL
OZMPaISATION
OavitIUNICATIONS
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
PROJECT TEM
PROJECT MANAGER
POSITION
CLASSIFICATION
AND PAY
PERFORMANCE
APPRAISAL
SYSTEM
Develop job-
specific
performance .
requirements
Simplify Ad-
ministration
Provide basis for
linkage to pay
Performance Plans
Performance
Appraisal
System
-PRCMOTION
SYSTEM
COMPUTER
SYSTEMS
TOTAL
CCMPENSATION
OCMIUNICATIONS
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TRAINING
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4
PROJECr TEAM
PRCUECT M4NAGER
posrrim
ziAssiFICATION
e AND PAY
PERFIDRMNrE
APPRAISAL
SYSTEM
PRCMOTION
SYSTEM
i
4 Develop Agencr.'
tr.
Il wide & occupa-
tion specific
4 -
.1 requirements
Dual Track
System
Career Hand-
books
COMPU'rER
SYSTEMS
TOTAL
CCMPaISATION
CCMILINICATIONS
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TRAINING
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?
PRompr TEAM
PROJDCT MANAGER
1
POSITIONt
CLASSIFICATION
AND PAY,
PERFORKWCE
APPRAISAL
SYSTER
PRCMOTION
SYSTEM
COMDUTER
SYSTEMS
? personnel/
'Payroll system:
ICTAL
0a4PENSATION
Cost Projections
Models
Employee Bener
fits simulation
Automated posi-
tion classifiCa-
tion/Performance
appraisal
System Maintenance
& reporting
a
COMUNICATIONS
Is
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Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
PROJECT TEAM b
PROJECT MANAGER ,'??
POSITION
CLASSIFICATION
AND PAY
PERFORMANCE
APPRAISAL
SYSTEM
PRCMOTION
SYSTEM
?
cOmpurrEk
SYSTEMS
al
?
???
#VIAL
CQAPENSATION
Flexible bene-
fits
Tiered benefits
Occupational
linkage
Performance
linkage
CC144UNICATIONS
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TRAINING
POSITION
CLASSIFICATION
AND PAY
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
PERFORMAtsrE
APPRAISAL
SYSI'EM
kaaarloN
SYSTEM
PROJECT TEAM
PRQJECT r4ANAGER
COMPUTER
SYSTEMS:
.026rIS1TION
t
CCNMUNICATIONS
Educate & feed-
back
Attitude Surveys
Briefings
Publications
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Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
PROJECT TEAM?
PRCX.TECP NANAGER
POSITION
CIASSIFICATION
AND PAY
PERFORNANCE
APPRAISAL
SYSTEM
POTION
SYSTEM
CDMPUTER
SYSTEMS
TOTAL
PrP ENSATION
,
COMNIUNICATIONS
TRAINING
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System Adm.
Mgmt Training
Specialist
Training
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KEY ELEMENTS OF PROJECT FRESH START
? SPECIALIST MANAGEMENT TRACKS
O NEW POSITION CLASSIFICATION AND PAY SYSTEM (BANDING)
O PAY FOR PERFORMANCE -- INCLUDING NEW PERFORMANCE APPRAISAL SYSTEM
O TCTAL COMPENSATION (PAY AND BENEFITS).
O PROMCTION SYSTEM
O AUTOMATION SUPPORT
O COMMUNICATIONS-PROGRAM
O TRAINING PLAN
o IMPLEMENTATION STRATEGY
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SPECIALIST - MANAGEMENT TRACK
?
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SPECIALIST - MANAGEMENT TRACK
O , WHAT DISTINGUISHES THt MANAGER FROM l'HE SPECIALIST?
O HOW DOVE DEFINE MANAGERIAL RESPONSIBILITIES,C6MPETENCIES, TRAINING
AND EXPERIENCE?
O IS THE SPECIALIST A MENTOR, OR A SUPERVISOR?.
Declassified
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?
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'
IS MANAGER"
SPECIALIST - tiV'tAGEMENT TRACK
- A TRACK OR SEPARATE OCCUPATION WITH DISC
6
- A BAND WITHIN EACH OCCUPATION
_
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SPECIALIST - MANAGEMENT TRACK
o WHAT DEFINES THE SPECIALIST TRACK?
- JOB COMPETENCIES
- JOB was
o WHAT LIMITS NUMBER OF SPECTALISTS WHO CAN ATTAIN EXPERT LEVEL
- RELATIVE 10 TOTAL OCCUPATION POPULATION
- RELATIVE TO MANAGEMENT
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..?
SPECIALIST ? MANAGEMENT TRACK
o HOW "HIGH" RANK ? STATUS) CAN A SPECIALIST GO wrniour BEING A MANAGER
o HOW MUCH CAN SPECIALISTS MAKE
? DO WE CREATE A SEPARATE BUT EX)UAL COMPENSATION SYSTEM FOR THE
SPECIALIST AND THE MANAGER?
? DO WE RECOGNIZE ADDITIONAL MANAGERIAL RESPONSIBILITIES IN THE PAY
STRUCTURE; IN THE SIZE OR AVAILABILITY OF BCNUSES; IN ADDITIONAL
BENEFITS?
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0 RELATION TO SIS
- ARE THOSE IN TOP CV SPECIALIST TRACK IN SIS
IS SIS ONLY FOR MANAGERS MORE LIKE SFS):
SPECIALIST - MANAGEMENT TRACK
?
441
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SPECIALIST - MNAGEMENT TRACK
O HOW DOES ONE OPT INTO AND OUT OF, THE MANAGEMENT TRACK
O Hail DO WE SELECT MANAGERS
?
AC%
- SELF ASSESSMENT AND INCUMBENT RECC4KENDATI0N:
- ASSESSMENT CENTERS
INTERNAL TO OCCUPATION OR CAREER SEIVICE
h _A/
EXTERNAL TO OCCUPATION, i.e. ESTABLISH SEPARATE MANAGEMENT CAREER
SERVICE
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?
MY BANDING
o SIMPLIFY POSITION CLASSIFICATION
- SIMPLER POSITION DESCRIPTIONS
- GREATER MANAGEMENr FLEXIBILITY
RESPONSIVE TO MARKETPLACE (SALARY LEVEL/HIRING/INTERNAL,PLACMET)
BROADER "PAY BANDS FACILITATE PAY FOR PERFORMANCE SYSTEM
IMROVE MANAGEMENT FLEXIBILITY IN
ING EKPIAYEE PERFORMANCE
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1144
"#.
#
.
01.
STRUCTURE OVANDING
1
O ROW MANY BANDS (IF 15, BACK TO GS)
4
- AGENCY SPECIFIC, AND TO WHATAEXTENT
7 DIRECTORATE SPECIFIC
- OCCUPATION SPECIFIC
SIZE OR RANGE OF "BANDS"
o DO WE ESTABLISH SEPARATE MANAGEMENT BAND
O RULES FOR "CROSSOVER" BETWEEN CCCUPATIONS
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BANDING
ILLUSTRATIVE ALTERNATIVE STRUCIURES:
A. EMMY
JOURNEYMAN
EXPERT
ENrRY
JOURNEYMAN
SUPERVISORY
MNAGER EXPERT
MANAGER
-
JCURNEYMAN - SUPERVISOR'
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PAY PHILOSOPHY
o RELATIONSHIP 10 MARKET
- AVERAGE
- HIGH
O LINKAGES TO OTHER FEDERAL PAY STRUCTURES
- FOREIGN 'SERVICE
?GENERAL SCHEDULE
o LINKAGES TO PRIVATE SECTOR SYSTEMS
o REGIONAL PAY somaymps
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.1
INTEGRATION OF AGENCY UNIQUt FACPORS
. ? .
?' ? ,,?? ? ? ."
O INCLUDE COMPENSAPLE FACPDRS IN, DEVELOPMENT:OF:JCOEVALUATION SYSTEM
a INCLUDE IN PREMIUM PAYo ,
INCLUDE IN ALUTAANCES -- RELATIONSHIP 10 STA?FDIZED;:REGULATIONS
O ADJUSTMENT TO MAR10ET DATA
? .
?
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BANDING
0 IMPLICATIONS OF FEWER CAREER PROMOTIONS
- PERCEIVED DOSS OF STATUS BY COMPRESSING PAY LEVELS,
43 STRATEGY FOR DEALING WITH PERCEPTIONS
7 ESTABLISH NEW SIGNIFICANCE FOR EACH LEVEL
IDENTIFY WHAT IS IMPORTANT TO EMPLOYEES IN CURRENT SYSTEM
- EMPLOYER RECOGNITION
- PEER RECOGNITION
- ORGANIZATIONAL STATUS
0 DESIGN NEW RECOGNITION SYSTEM TO FILL VOIDS
- ADDED SIGNIFICANCE '10 JOB TITLES
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?
COSTS OF SYSTEM
o RESTRICaD W CURRENT BUDGET PRUICCOL (1%)
TOTAL ,COMPENSATION APPROACH -,CONSIDER TOTAL PERSONA$L SERVI'
(BASE PAY, PREMIUM PAY, ALLCWCES;:BENEFITS)
INCLUDE CCMPARABILITY OR ADD W PAY POOL
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PAY FOR PERFORMANCE
o FOR WHOM?
- ALL EMPLOYEES
- PROFFSSICNAL OCCUPATIONS
?
- PARAPROFESSIONAL ? OCCUPATIONS
REIATICNSHIP SENIORITY
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PAY FOR PERFORMANCE
0 PERFORMANCE PLANS
PERFORCE APF,,RAISA.L
? PEICENI'AGE LIMITS AT EACH RATING LEVEL (FORCEI) DISTRIBUTIONS)
,
o LINKAGE BEINEEN PERFORMANCE APPRAISAL AND COMPENSATION
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PAY FOR PERFORMANCE
o PERFORMANCE APPRAISAL
- oanscrim, AND MKS RELATED PERFORMANCE STANDARDS
- SKILLS BAS PERFORMANCE STANDARDS
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4
PAY FOR PERFORMANCE
EXAMPLE OF PERFORMANCE SCALES:
(1 - 3)
. OUTSTANDIM
. EXCEEDS? FULLY
SUMESSFUL
3. FULLY SUCCESSFUL
2. MINIMALLY
SUCCESSFUL
1. UNSATISFACTORY
4
5. GOOD
4. FULLY MEETS WORK
STANDARDS
3. ACCEPTABLE
2 MARGINAL
1. UNSATISFACTORY
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PAY FOR PERFORMANCE
SALARY ADMINISTRATION
- PAY POINTS RELATING 10 PARRATING
- PCT OF MONEY TO MANAGER
AT WHAT LEVEL?
BY UNIT-OR-CCMPCNENT
BY OCCUPATION OR :OCCUPATIONAL FAMILY
e.g., OFFICE DIRECTOR GETS 1 MILLION DOLLARS FOR PERFORMAhrE POOL -
DIVIDE HOWEVER
HALF MILLION FOR OFFICER, QUARTER MILLION FOR TECHNICAL AND
QUARTER MILLION FOR CLERICAL
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PAY FOR PERFORMANCE
o SALARY ADMINISTRATION/SALARY MANAGEMENT,
??? BELOW MIDPOINT OF SALARY RANGE, tWAVERAGE RECEIVE PERMANENT PAY
INCREASES ;go
? ABOVE mlopoINT OF SALARY RANGE', cit AVERAGE RECEIVE' ANNUAL BOVUSES
- cosr ImPLICATroW
- IF MANAGER GIVES MORE ANNUAL BCKISES, DOES HE GETBIGGER PAY POOL
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PAY FOR PERFORMAtCE
AT WHAT LEVEL IS, PAy7-FOR-PERFORMANCE, DECISICJN MADE?
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S.
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SALARY AND BENEFITS
-
EKAN Ato FOR WICM
FLFZIBLE OR CAFIZEEFUUk
P m ALL DEP
worm., COMPENSATION
%KAT IS FLEXIBLE, . WHKT' IS ED=
TIERED
BY OCCUPATION ? MARICET, PRICING
BY SPECIALIST / MANAGEMENT TRACK ? MAKE VIABLE CAREER PAMS
BY LEVEL ? REWARD ACHIEVEMENT
BY PERFORMANCE ? !ADAM PERFORMANCE
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??
PROS
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- IATERAL
- MANAGEPERT RENARC6
- OVERCOME caemsicti - PAY CAP IN PUBLIC SECTOR
- ACO '10 PAYIOR-PERFORMANCE POOL
- EMPLOYEE CHC;ICE '
TOTAL COMPENSATION
- COMPETITI
- CORE BENEFITS
VIS A VIS THE RIM' OF THE FEDERAL GOVERNMENT
1.4
- LEGISLATIVE cotPLICATIONS
- IRS ca4PLICA1ICNS
DIFFERENT
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
IOTAL COMPENSATION
AUTHORITIM RE9UI 'RED TO IMPLEMENT
? CAN WE DO UNDER EXISTING AGENCY AUTHORIIIIES?
? DO WE NEED ADDITICNAL LEGISIATION
,
NEED TO CONSIDER INTERNAL EQUITY
o REVENUE NEUTI4 OR HIGHER cosr ALTERNATIVES
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
? PittIPTICX.1 SYSTEM
o TRAINING REQuIREmEtars
? JOB ECPERIENCE REQUIREMENTS'
,
SKILLS AND CCMPEI'ENZY REQuif .414Ears
o DEMONSTRATED PO'rENTIAL TO ?DIRK AT HIGHER LEVEL
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
AUTOMATION SUPPORT
I
,111
PERSIGN ANP 'RELAM) SYSTEMS
PAYROLL
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
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Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
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FOR PROJECT
ALTIONATION SUPPORT
0 STORAGE/RETRIEVAL OF TEXT & NUMERIC DATA
DATA MANIPULATION
- OCCUPATIONAL :HAND COMPARISONS
- SALARY STRUCTURE DEVELOPMENT
o. SIMULATION
- COST PROJECTIONS -- GS VS MEW SYSTII4
- EMPLOYEE IMPACT -- GS VS NEW SYSITM
- AT DIFFERENT LEVEES.
- WITH D PERFORMANCE
- UNDER
ASSUMPTIONS
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
B. FOR IMPLEMENTATION
AUTOMATION SUPPORT
POSITION CLASSIFICATION: AUTOMATED POSITION MCRIPTIONS
0 PERFORMANCE APPRAISAL: AUTOMATED PARS
- COST PROJECTIONS
- PAY POOL ALLOCATION & OPTIMIZATION STRATEGIES
PAYROLL SYST01-'
?PERSONNEL S,YSTEN
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
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Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
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CCMMUNICATIONS
?
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? ORGANIZATIONAL CHANGE MUST BE PREPARED FOR AND MANAGED
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- CHANGE IS111111F,ATENING ,
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- LACK OF CCMUNICATIONS IS NOT AN OPTION
- ABSENCE OF RELIABLE INFORKATIOtilOMENIS MICR AND
MISINFO TION
?
,0 COMMUNICATE TD:EMPLOYEpS ON WHAT WE ARE DOING AND WHY
? t
?
- WHAT WE HOPE 10 AiCCIMPLISH
- RECEIVE EMPLOYEE VEEDBACK AND RESPOND
-
? Nor ENGENDER UNREALISTIC EXPECTATIONS
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Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
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CsaMMUNICATICNS
TIMELY , INFORMATIM MUST BE COI?IVEYO;
- SENIOR MANAGEMENT pRUCUNCEMENTS
? - PERIODIC BRIEFINGS,
- REGULAR PROJECT Eitirierms IN CLEARLY IDENTIFIABLE FORMAT
(COLOR, FORMAT, LOGO)
- VIDEO
- WWSBs
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
EMPIDYEE ATTITUDE SURvyYS
AS BASELINE pp MEASUREMENT OF SUCCESS OF PROJECT
- AS Ca41UNICATIGIS VEHICLE 10 PROVIDE INFORMATIoN & GET IIJBACK
a*
COMMUNICATIONS
Declassified and Approved For Release 2012/11/19 : CIA-RDP88-01192R000100030001-0
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Declassified and Approved For Release_2012/11/19 : CIA-RDP88-01192R000100030001-0
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TRAINING
vb REQUIRED FOR SUCCESS/ OF MANAGEMENT SPECIALIST TRACKS
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, .
Ar ' 'REQUIRED FOR PROMOTION UNDER NEW SYSTEM'
6. .??
'- NECESSARY PART OF DEVELOPMENT OF SKILL9/COMPETM4 FOR OD '?nj:tENT
4 p
. ?A , FRCM LEVEL TO AAEVEL VITITHIN OCCUPATION
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? ? ?
?? ??? , ? .
o FACILITATE MOVEMENT BETWEEN OCCUPATIONS 10 mEer AGENCY NEEDS
O NECESSARY TO KEEP SKILLS CURRENT WITH AGENCY NEEDS
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
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Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
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TRAINING
kit
NECESSARY FOR 'SO(SCESSFUL IMPLEMENTATION OF NEW SYSP4
4'4
? ALL EMPLOYE416 MUST UNDERSTAND SYSTEM RULES
? MANAGERS MUST UNDERSTAND HOW TO ADMINIS
O PERFORMANCE PLANS
O PERFORMANCE. PPRAISAL
6 PAY FOR PERFORMANCE
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o CAREER DEV ,E;DPMENT
?
? ? '
? MANAGERS MUST BE RESPONSIBLE FOR BUDGETARY IMPLICATIONS
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Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
Declassified and Approved For Release 2012/11/19 : CIA-RDP88-01192R000100030001-0
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IMPLEMENI'ATION STRATEGY
WiIID TOTAL SYSTEM., s IMPLEMENT LATE 1988,
BRING CN LINE IWO '5PILOT 'OCCUPATIONS (AD
CCMPLETE REST OF SYSTEM MR 1988
IMPLEMENT SYSTEM - INCREMENTALLY
Declassified and Approved For Release 2012/11/19 : CIA-RDP88-01192R000100030001-0
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BUILD TOTAL SYSTEM
PROS
Declassified and Approved ForRelease2012/11/19 : CIA-RDP88-01192R000100030001-0
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IMPLEMENTATION STRATEGY
O ASSURES SYSTEMATIC APPROACH
O AVOIDS RETROFITTING OCCUPATIONS ALREADY IN SYSTEM 1
O ALLCWS ACCURATE BUDGETARY PLANNING T,
O ASSURES ALL OCCUPATIONS EVALUATED AGAINST EACH ? '1"''
. ,
T
O AVOIDS PERCEPTIONS CF -INEQUITY AMONG GRQUPS NOT YETJN NEW SYSTEM
o PERCEPTION OF MANAGEMENT INACTIVIiY
o LOSS OF MOMENTUM
-AV
O BEHIND CURVE VIS REST:oF FEDERAL GOVERNMENT
?-!
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R00010003000"1-0
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Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0
PHASED IMPLEMENTATION
PROS
o:MAINTAINS MOMENTUM
IMPLEMENTATION STRATEGY
o-SA4OWS TIME FOR TRAINING TO KEEP PACE WITH REQUIREMERTS -
A
poEsNIT OVERLOAD ANY OF THE AUTOMATION OR reANAGEOn. smEms .
o PROVIDES ADDITIONAL EXPERIENCE
o STRETCHES BUDGETARY IMPACT OF CCNVERSION
11

CONS
o PROLONGS ORGANIZATIONAL CHANGE TRAUMA
o EXTENDS CONCERNS OVER INEQUITY
o MAKES ESTABLISHMENT OF INTERNAL EQUITY MORE DIFFICULT
o MAY NECESSITATE NUMEROUS RETROFITS
o EXTREMELY RESOURCE INTENSIVE AS PLANNING/DMPLEMENTATION TAKE
PLACE SIMULTANEOUSLY
o TAXES ADP SUPPORT SYSTEMS (PERSONNEL/FINANCE) TO RUN BOTH
CURRENT AND NEW SYSTEM
Declassified and Approved For Release 2012/11/19: CIA-RDP88-01192R000100030001-0