ANNUAL EVALUATION AND RANKING OF EMPLOYEES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP88B00553R000100180009-0
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 2
• Document Creation Date: December 20, 2016
• Document Release Date: May 16, 2006
• Sequence Number: 9
• Publication Date: September 14, 1999
• Content Type: REGULATION

Approved For Release 2007/10/23: CIA-RDP88B00553R000100180009-0
2 8 JAN 1974
OFFICE OF RESEARCH AND DEVELOPMENT
SUBJECT: Annual Evaluation and Ranking of Employees
1. The ORD Career Service Panel is now beginning its
annual comparative and competitive evaluations of employees as
prescribed in respectively. These
evaluations are performed to rank the relative capabilities and
potential of each employee as they pertain to selection for assign-
ment, advancement, and retention. After these rankings have
been completed, a promotability list for each grade group is gen-
erated. Promotion requests reviewed by the Panel are considered
in terms of the promotability lists, availability of slots, and long-
term needs of the Office.
2. The rankings are also used to identify employees who
are judged to be deficient in their performance. In discharging its
responsibility to these employees, the Career Service Panel has
adopted the following policy:
a. Each employee who is ranked and found to
be deficient in his performance in comparison with
his peers will be notified of this fact by a memo-
randum from his-Division or Staff Chief and advised
of the reasons for his low ranking.
b. Each employee so advised will be given the
opportunity to reply either orally or in writing and to
have his case reviewed by the Office Director
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180009-0
 Approved For Release 2007/10/23: CIA-RDP88B00553R000100180009-0
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GENERAL NOTICE NO. 66 (Cont'd)
SUBJECT: Annual Evaluation and Ranking of Employees
c. The employee should be specifically advised
as to what corrective action is required on his part to
raise his performance to an acceptable level. It
should also be made clear to him that if on a subse-
quent review he is again found deficient, adminis-
trative action will be taken. This could mean a
recommendation to remove him from the career
Sayre Stevens
Director of Research & Development
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180009-0