(UNTITLED)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP89-01114R000300080019-6
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 10
• Document Creation Date: December 9, 2016
• Document Release Date: June 11, 2001
• Sequence Number: 19
• Publication Date: March 14, 1980
• Content Type: STUDY

Approved For Releasw2001/08/09: CIA-RDP89-01114R0003 p80019-6
19a. As stated in our Senior Intelligence Service (SIS) brochure
(issued 1 October 1979), the purposes of the SIS are:
for senior officers and to direct and monitor their
implementation and enforcement.
? To develop and maintain a highly motivated and
competent group of individuals capable of filling
senior-level positions and to provide the type
of quality performance needed for continued success
in fulfilling the DCI's missions and functions.
? To provide for a compensation system including
salaries, benefits and incentives and for other
conditions of employment designed to attract
and retain highly competent senior officers.
? To ensure the systematic development of highly
competent candidates for entry into the SIS and
the continuing development of personnel already
members of the SIS.
? To provide for counselling, training and other
assistance for those officers who are not per-
forming to established standards to help them be-
come successful performers.
19b. The Senior Intelligence Service includes senior Agency officers
having unique skills. Scientists were formerly compensated under our
Scientific Pay Schedule which parallels P.L. 313 provisions for research
and development categories. Senior scientific officers were converted to
equivalent SIS ranks on 4 November 1979.
Approved For Release 2001/08/09 : CIA-RDP89-01114R000300080019-6
 Approved For Releaa2001/08/09 : CIA-RDP89-01114R0003 80019-6
19c. The Senior Intelligence Service adopted the Senior Executive
Service rank structure and basic pay rates established by the President,.
as modified by statutory limitations imposed by the Congress.
? Differing organizational and command relationships
(e.g., DIA's relationship to the Department of
Defense, and the combination of military and
civilian officers in the senior command structure
of both NSA and DIA).
? Diverse occupations and career patterns in each
agency, further complicated by the need for strict
compartmentation due to the sensitive nature of many
of these jobs, particularly in NSA and CIA.
? Different career status (CIA employees do not have
civil service status, while those of some of the
other intelligence community agencies do).
Although we see little value in a community-wide Senior Executive Service-
type service, we do believe there are opportunities for selected rotational
assignments between these agencies, which would broaden the professional
perspectives of those selected while bringing experience and expertise from
one agency to bear on the problems of another. We have encouraged such
assignments on a selective basis over the years, and would welcome the
Committee's support for such efforts in the future.
19e. This figure is the amount estimated to finance:
? Performance awards in three classes
and 7% of base salary) for
SIS officers are eligible
(20%, 12%
? Meritorious officer rank stipends of $10,000 each to
selected SIS officers (up to 5% of SIS on-duty
strength).
? Distinguished officer rank stipends of $20,000
each to selected SIS officers (up to 1% of SIS
on-duty strength).
f
ILLEGIb
Approved For Release 2004/018/09 : CIA-RDP89-01114R000300080019-6
 Approved For Releaso,2001/08/09: CIA-RDP89-01114R0003 80019-6
19f. The basic criterion for awards is the appraisal of the SIS
members' individual performance in relation to specific work objectives
and standards of performance. These are set forth in an Advance Work
Plan (AWP), prepared by the supervisor in conjunction with the employee,
and covering the same period as the Performance Appraisal Report (PAR).
Specific levels of performance must be attain loyee can even
be considered for an award. Because of n the number
of awards that may be granted, only the e per ormance will warrant
an award. The specific manner in which awards will be recommended, received,
and approved is still under study.
Distribution:
Orig - O/Comet 1 STATINTL
1 -C/PS/OPPPM'
1 - SIS Subject
1 - NAPA Subject
1 - OPPPM Chrono
C/PS/PBellar.a F C/STS/SS1 :rj (14 March 80)
Approved For Release 2001/08/09 : CIA-RDP89-01114R000300080019-6
 Approved For Releas&1001/08/09: CIA-RDP89-01114R00030QV0019-6
17 MAR 121-'0
16a.. At the request of the Director of Central Intelligence a four
person team for the, National Academy of Public Administration reviewed
the CIA personnel management system from 20 November 1978 to 15 March
1979. They concluded that the current CIA personnel system, characterized
by rank-in-the-person and decentralized managment to Directorates, has
served the Agency well. The NAPA Team found that the caliber of employees
in the Agency is high, managers have evidenced their interest in the
personnel management system, recognized their responsibility for administering
the system, and are acutely aware of the importance of balancing the
needs of the Agency and the needs of the employees. The Team concluded
that, with some minor adjustments, the existing personnel arrangements
are sound and the best available for the Central Intelligence Agency,
and able to accommodate the environmental changes most likely to affect
the Agency's future.
The Team felt the Agency's personnel system was one which most
Federal agencies would envy for its flexibility and potential for respon-
siveness to management needs and that Agency Components have been served
well by the present system.
The NAPA Team did recommend some fine tuning particularly in
the areas of:
Centralized policy guidance.
Goal-setting and evaluation of results to
top management with implementation decen-
tralized to operating components.
Uniform treatment of employees.
Better definition of the roles and relation-
ships in personnel management.
16b. The NAPA report was reviewed and commented on by all Agency
Components and Management Advisory Groups. These comments were consol-
idated, summarized and discussed by our Executive Committee. On 29 May
1981, the Deputy Director of Central Intelligence formed a NAPA Project
Group of five officers, representing various Agency components, to eval-
uate the findings, conclusions, observations and recommendations of the
NAPA report.
Approved For Release 2001/08/09 : CIA-RDP89-01114R000300080019-6
 ' Approved For Releabt'2001/08/09 : CIA-RDP89-01114R0003W080019-6
The NAPA Project Group addressed 27 issues and conducted
Agency-wide fact finding and interviews, appropriate research, in-depth
review and consultation. The Project Group Report was presented under
four major issue areas:
? A Framework for the Agency Personnel System
? Personnel Selection and Development
? Manpower Planning. Recruitment and Separation
Independent Offices, for review and comments. The comments were discussed
at five Executive Committee meetings during November and December and
the resulting recommendations were approved by the Deputy Director of
Central Intelligence. Implementation of these recommendations is now
underway.
ILLEG1B
I
Approved For Release 2001/08/09 : CIA-RDP89-01114R000300080019-6
 Approved For Release-2001/08/09 : CIA-RDP89-01114R0003 80019-6
19a. As stated in our Senior Intelligence Service (SIS) brochure
(issued l October 1979), the purposes of the SIS are:
implementation and enforcement.
? To develop and maintain a highly motivated and
competent group of individuals capable of filling
senior-level positions and to provide the type
of quality performance needed for continued success
in fulfilling the DCI's missions and functions.
? To provide for a compensation system including
salaries, benefits and incentives and for other
conditions of employment designed to attract
and retain highly competent senior officers.
? To ensure the systematic development of highly
competent candidates for entry into the SIS and
the continuing development of personnel already
members of the SIS.
? To provide for counselling, training and other
assistance for those officers who are not per-
forming to established standards to help them be-
come successful performers.
19b. The Senior Intelligence Service includes senior Agency officers
having unique skills. Scientists were formerly compensated under our
Scientific Pay Schedule which parallels P.Z. 313 provisions for research
and development categories. Senior scientific officers were converted to
equivalent SIS ranks on 4 November 1979.
ILLEGIP
Approved For Release 2001/08/09 : CIA-RDP89-01114R000300080019-6
 Approved For Relea '2001/08/09 : CIA-RDP89-01114R0003 080019-6
19c. The Senior Intelligence Service adopted the Senior Executive
Service rank structure and basic pay rates established by the President,
as modified by statutory limitations imposed by the Congress.
? Differing organizational and command relationships
(e.g., DIA's relationship to the Department of
Defense, and the combination of military and
civilian officers in the senior command structure
of both NSA and DIA).
? Diverse occupations and career patterns in each
agency, further complicated by the need for strict
compartmentation due to the sensitive nature of many
of these jobs, particularly in NSA and CIA.
? Different career status (CIA employees do not have
civil service status, while those of some of the
other intelligence community agencies do).
Although we see little value in a community-wide Senior Executive Service-
type service, we do believe there are opportunities for selected rotational
assignments between these agencies, which would broaden the professional
perspectives of those selected while bringing experience and expertise from
one agency to bear on the problems of another. We have encouraged such
assignments on a selective basis over the years, and would welcome the
Committee's support for such efforts in the future.
19e. This figure is the amount estimated to finance:
? Performance awards in three classes (20%, 12%
and 7% of base salary)
SIS officers are eligi
? Meritorious officer rank stipends of $10,000 each to
selected SIS officers (up to 5% of SIS on-duty
strength).
Distinguished officer rank stipends of $20,000
each to selected SIS officers (up to 1% of SIS
on--duty strength).
Approved For Release 2001/"/09 : CIA-RDP89-01114R000300080019-6
 Approved For Reba 2001/08/09: CIA-RDP89-01114R0O6 00080019-6
19f. The basic criterion for awards is the appraisal of the SIS
members' individual performance in relation to specific work objectives
and standards of performance. These are set forth in an Advance Work
Plan (AWP), prepared by the supervisor in conjunction with the employee,
and covering the same period as the Performance Appraisal. Report (PAR).
Specific levels of performance must be attained before an employee can eveni
be considered for an award. Because of the 50% limitation on the number
of awards that may be granted, only the strongest performance will warrant
an award. The specific manner in which awards will be recommended, received,
and approved is still under study.
Distribution: STATINTL
Orig - 0/Comp-
C/PS/OPPPM P 1
1 - SIS Subject
1 - NAPA Subject
1 - ri ;a & Chrono
March 80)
C/PS/P$ellaellaria f, /SIS/SS xj (14
Approved For Release 2001/08/09 : CIA-RDP89-01114R000300080019-6
 Approved For Relea 2001/08/0"9: CIA-RDP89-01114R000398080019-6
-10-
OTHER
the principal. conclusions ancL recoauuL.- _
(19) We note that you have instituted a senior intelligence
service within CIA.
--- What are
this system?
the major-benefits you anticipate from
What impact will this system have on categari6s.
-of employees with unique skills- such as scientists
Hopi do the grades and. salaries of the senior
intelligence service compare with those of the normal civil
STATIN?L
concept to a community-wide senior intelligence. service?
-What is the purpose of -th at has
been included in the budget request for senior intelligence-
service awards?
be given?
We note that you commissioned a study by the National
Academy of Administration on the CIA personnel system. - 1
ILLEGIIB
What are . the criteria under which these awards, -wwill
Approved For Release 2001/08/09 : CIA-RDP89-01114R000300080019-6
 Approved For Releasp'1001/08/09 : CIA-RDP89-01114R0003QW80019-6
ROUTING AND TRANSMITT.4t.-4S6
Date
11 March 1980
TO: !Name, office symbol, room number, Initials Date
uildin& Agency/Post)
i. Mr.. Harry Fitzwater ILLEG B
Director of Personnel Policy,
4.
IL
on
File
Note and Return
pproval
For Clearance
Per Conversation
Requested
For Correction
Prepare Reply
'lrcutate
For Your Information
See Me
mment
investigate
Signature
Coordination
Justi
REMARKS .
Harry:
Attached are two questions which have been
excerpted from a long list of questions received
from the SSCI. These are questions which we
have been asked to answer for the record. While
we are not required to forward our written
responses to the'SSCI until after the hearing,
which is scheduled for Thursday, 20 March, we
are expected to be prepared to answer these
questions during the hearing. Therefore, we
would like to have your responses to these two
questions by c.o.b.. Monday, 17 March, in order
that they can-be-incorporated with answers to
other questions for review by the DDCI in advance
of the hearing.
DO NOT use this form as a RECORD of approvals, concurrences, disposals,
1, Agency/Post) Room No.-Bids.
AP?n uric
ration Group/0/Compt Phone No.
STATINTL
5041-102
OPTIONAL FORS
Prescribed by GSA
* U.S GOVERNMENT PRINTING OFFICE; 1979-291.19411 FPMR (41 CFR) 101-11.206
7-76)
Approved For Release 2001/08/09 : CIA-RDP89-01114R000300080019-6