(UNTITLED)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP89-01114R000300080016-9
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 3
• Document Creation Date: December 9, 2016
• Document Release Date: June 11, 2001
• Sequence Number: 16
• Publication Date: September 25, 1980
• Content Type: PAPER

Approved For Rele~e 2001/08/09: CIA-RDP89-01114ROOQ,~0080016-9
The intelligence commt.;n.ity has achieved its successes over the years
principally because of the high caliber of people we have been able to attract
and retain. Leadership and achievement, however, often have been under-rewarded.
9
With the passage of the Civil Service Reform Act of 1978, which e:5tablished
a government-wide Senior Executive Service (SES), we had an opportunity to provide
certain additional benefits to our senior-level officers in recognition of
superior perfai-mance. Although the Central Intelligence Agency, along with the
National Security Agency (NSA), the Defense Intelligence Agency (DIA), and the
Federal Bureau of Investigation (FBI), were exempted from the provisions of this
Act, we decided after careful stucly and deliberation to establish a similar
program far CIA officers called the Senior Intelligence Service (SIS).
Subsequently, NSA and DIA decided. to seek legislation far similar programs
for their s~eriior people. We have supported these proposals with the Congress
and have coolaerated with personnel officers from NSA and DIA in providing
information on our program.
Our Senior Intelligence Service (SIS) was launched in October 1979? All
eligible CIA officers were invited to join. A11 but one chose to do so. That
officer had previous plans to xetire in the immediate future and preferred to
retire as a GS ?'supergrade." Our SIS system is intended to improve the
.effectiveness of our senior officers by recognizing excellence in performance
with rank stipends and performance awards. These may be granted to not more
than 23 percent of our senior officers, with cash payments xanging.from $20,000
down to seven percent of salaxy. T'he majority of the awards are in the lower
percentages. Other benefits include unlimited annual leave accLUnulation (subject
to an 80-hour "use-or-lose" rule), an opportunity for sabbaticals, and p,~rticipation
in senior officer development programs.
Approved For Release 2001/08/09: CIA-RDP89-011148000300080016-9
 Approved For Rel~e 2001/08/09: CIA-RDP89-01114ROOQ,~0080016-9
We consider the SIS Program one of the most important personnel management
initiatives in the history of the Agency. Although there undoubtedly will be
problems in implementing the program, particularly in administering a :Fair and
effective awards system which rewards the right people, we consider th:~.s a
worthy challenge. Properly implemented and accepted, it should lead to a more
direct and positive relationship between goals, performance, and compensation.
Distribution:
Orig - Addressee
1 - C/SIS/SS
1 - D/PPPi~ Chrono
1 - D/PPPM Subject
C/STS/SS~'j (25 Sept 80)
Approved For Release 2001/08/9: CIA-RDP89-011148000300080016-9
 pprove or
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SU6JECT: (Optional)
Senior Intelligence Service
F~~M:
Harry E. Fitzwater
Director of Personnel
EXTENSION
NO.
Policy, Planning, and Management
DATE
~5 SEP t~8fl
T :. (Officer designation,. room number, and
building)
DATE
OFFICER'5
COMMENTS (Number each comment to show from whom
~
RECEIVED
FORWARDED
INITIALS
to whom. Draw a line ovoss column offer each commanT.!
~' Deputy Director of
Central Intelligence
The attached is suggested
z,
.
input for the DDCI's speech before
the Association of Former`.
Intelligence Officers (AFIO).
3.
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4.
Harry E. Fitzwater`
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1_~g EDITIONS
- Approved-For Release 2001/08/09 :CIA-RDP89=01114R000300080016~9..':
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