COMPARATIVE EVALUATION OF SECRETARIES, CLERK-STENOGRAPHERS, CLERK-TYPISTS, AND OTHER CLERICAL PERSONNEL AT GRADES GS-07 AND BELOW.

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP88B00553R000100190009-9
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 4
• Document Creation Date: December 20, 2016
• Document Release Date: May 16, 2006
• Sequence Number: 9
• Publication Date: September 9, 1999
• Content Type: REGULATION

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OFFICE OF RESEARCH AND DEVELOPMENT
Subject: Comparative Evaluation of Secretaries,
Clerk-Stenographers, Clerk-Typists, and
Other Clerical Personnel at Grades GS-07
and Below.
The following evaluation procedure for secretaries,
clerk-stenographers, clerk-typists, and other clerical
personnel at grades GS-07 and below is adopted for ORD
by this general notice which supercedes General Notice
No. 101. As shown, the guidelines follow those prescribed
for employee evaluation by the DD/S&T. Senior secretaries
in grades GS-08 and above will be avaluated separately on
forms and in accord with guidelines prescribed by the
DD/S&T Senior Secretarial Career Service Panel.
A Rating Worksheet designed to aid in the evaluation
is included as Attachment A.
Comparative evaluation rankings will be based
specifically on performance, potential, and value to the
functioning of the particular Career Service or Career
Sub-Group involved. The comparative evaluation of
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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 be 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.
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 and further
develop this potential.
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MAY DEVELOP HIGH POTENTIAL (MD)
Employees whose qualifications and performance
clearly are above average and who give indication that
they later may demonstrate high 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
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 LIMITED POTENTIAL (LP)
Employees whose overall performance is adequate but
who have some characteristic affecting knowledge or
performance 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 function or office, or whether they should be
encouraged to seek career opportunities elsewhere.
SUBSTANDARD (SS)
Employees whose performance and potential are
substandard 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
specified by Agency regulations and the Career Service.
In a surplus situation, employees so evaluated would have
low priority for retention.
Philip K. Eckman
Director
of
Research and Development
Attachment:
A. Rating Worksheet
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