COMPARATIVE EVALUATION OF SECRETARIES, CLERK-STENOGRAPHERS, AND CLERK TYPISTS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP88B00553R000100180024-3
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 3
• Document Creation Date: December 20, 2016
• Document Release Date: May 16, 2006
• Sequence Number: 24
• Publication Date: September 14, 1999
• Content Type: REGULATION

Approved For Release 2007/10/23: CIA-RDP88B00553R000100180024-3
ADMINISTRATIVE - INTERNAL USE ONLY
OFFICE OF RESEARCH AND DEVELOPMENT
GENERAL NOTICE NO. 81
1 9 JAN 1976
SUBJECT: Comparative Evaluation of Secretaries,
Clerk-Stenographers, and Clerk Typists
The following evaluation procedure for secretaries,
clerk-stenographers, and clerk typists is adopted for
ORD by this memorandum. As shown, the guidelines follow
those prescribed for employee evaluation by the DD/S&T.
Rating Sheets designed to aid in the evaluation
are included in Attachments A, B, and C.
RANKING:
Comparative evaluation rankings will be based spe-
cifically on performance, potential, and value to the
functioning of the particular Career Service or Career
Sub-Group involved. The comparative evaluation of
employees will be considered in determining appropriate
work assignments and career actions such as promotion,
training, rotational assignments, counseling, and, if
required, adverse actions such as downgrading and
separation.
Evaluation systems serve multiple purposes which
cannot be accomplished by competitive ranking alone but
in which such rankings play an important role. Thus,
the determination of employees to he promoted stems
from consideration of comparative ranking, performance,
the response made to letters of instruction, and the
demonstration of capabilities to handle responsibilities
to be undertaken.
ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180024-3
 Approved For Release 2007/10/23: CIA-RDP88B00553R000100180024-3
ADMINISTRATIVE - INTERNAL USE ONLY
The Agency has affirmed its adherence to a merit
system for personnel actions; therefore, the underlying
principle for comparative evaluation must be the relative
merit or value of an employee on the basis of performance
and manifestation of potential.
HIGHEST POTENTIAL (HP)
Employees whose experience, qualifications and
excellent performance in assignments and training indicate
that they have the highest potential for advancement.
Career actions should utilize aiiT further develop this
potential.
MAY DEVELOP HIGH POTENTIAL (MD)
Employees whose qualifications and performance
clearly are above average and who give indication that
they later may demonstrate Tgh potential for greater
responsibility. Career actions (assignment, training,
experience on the job) should enhance their skills and
develop this potential.
VALUABLE CONTRIBUTION (VC)
Employees whose performance is good and who generally
are realizing their potential. This category will include
some employees who may be capable of performing at a
higher level of responsibility and some who may not.
Among those who may not are employees who are making a
vital contribution to the functioning of their office
(above average or satisfactory performance) and would
continue to do so either in their present or a rotational
assignment. Career management for employees.in this
grouping should provide sufficient opportunities for
work satisfaction, improvement of skills, and personal
growth at current levels of responsibility so that those
who may have future potential have an opportunity to
demonstrate it.
ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180024-3
 Approved For Release 2007/10/23: CIA-RDP88B00553R000100180024-3
ADMINISTRATIVE - INTERNAL USE ONLY
LIMITED POTENTIAL (LP)
Employees whose overall performance is adequate but
who have some characteristic affecting knowledge or per-
formance such that their potential is judged to be limited.
Their career planning and counseling should consider
whether there are measures which reasonably can be taken
to assist them in overcoming such deficiencies, whether
their talents can be utilized better in some other func-
tion or office, or whether they should be encouraged to
seek career opportunities elsewhere.
SUBSTANDARD (SS)
Employees whose performance and potential are sub-
standard in comparison with others of the same grade and
occupational category. Requisite administrative actions
may include, dependent on the procedures of the Career
Service, notification, counseling, training and/or
reassignment. Employees in this grouping are subject
to downgrading or separation under the procedures speci-
fied by Agency regulations and the Career Service. In
a surplus situation, employees so evaluated would have
low priority for retention.
Director of Research and Development
Attachments:
As stated
3
ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180024-3