INTER-DIRECTORATE ROTATIONAL ASSIGNMENTS AS A PREREQUISITE FOR PROMOTION TO SUPERGRADE RANK

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP89-01114R000300090041-0
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 3
• Document Creation Date: December 12, 2016
• Document Release Date: November 6, 2001
• Sequence Number: 41
• Publication Date: August 14, 1979
• Content Type: MF

Approved For Release 2002/01/08 : CIA-RDP89-01114R0003' 1090041-O
14 AUG V V9
~;*puty Mractor of Central Intelligence
'Tarry V. Fitzwater
Director of Personnel
triter-Dir rate Rr tatic nal Assi is as a
PrertKjuislte for Pwtion to Supergra& T e
;. Ts mwwwAm is in response to
C which discusses the fasibil.ity of phasing in
ar *riod % rq,rw requiring aapl ees to serve at lees{,.
si nt in. another Directorate befc being promote
posit at -16.
Taco .tom that rotational essi n rents b fi
both the or m d the employee, the Tl.rectorates h established
programs of their own. The ant of these proms is reflected in
figures fry the PP which show t .at in FY 79 there were a rcxi ately
200 loyees {(S-13 and above) on rotation in positions outside of their
own Career Service. In addition, the icy inaugurated in T ID79 a
formal inter-Directorate rotational assignment profit the orgzatiion
and maintenance of rich is a current Office of Personnel ' objective.
in general, fiver, participation in t tese various rotatinyal a-ssi a is
ly as the referent proposal s uld do.
been specifically linked with career advancmnt and pr ot1 as
3. Staff Position: Our detailed a ination or this proposal
resulted JjTW'J&nTMcattor, or a variety of argaa is in favor of
rotationalll, assigewnts but also revealed that practical, ac iristrative
obstacles wmdd +t st in the ianpleL entation of such a prQg'.a . The five-
ye ar Owe-in period bas no Txpact on the broad problers foresee.
;
These !m's and con's are briefly prized below
l e rotatims serve an educational purpose
broadening the per's uaderst tirg of the .
problem end activities of other organizational
elements.
Approved For Release 2002/01/08 : CIA-RDP89-01114R000300090041-0
 Approved For Release 2002/01/08 : CIA-RDP89-01114R000300090041-0
A crud test of the a ployee's capabili
be cdcted y Observing his or her perfor=ce
in a lew and different work envirorment.
c. The hest cca xents benefit frm the fresh
perspectives of the n rs.
mowing the significance of the
rotational assist for f rture c ent, can
assess his or her contimw-d capacity and/or
interest for a career at a senior nanage ent level
Con's
The con's are concerned with the nwJera of people and positions
OW10yea the itior* of.atory rernts which are aanls-
tered agent . outside the control of the eaaployee.
be-
To avoid charges of proa~electian which could
in conflict with ; gufc'~eUnes, rotational assig, -
a tits might have to be made available to all
e 'lcrwes in the super grade feeder grow (GS-13 -
(-1S) who desire them.
. The =Ater of rotational assigments which could be
and which would provide the required
atal exposure mould probably exceeded
-- -- $.
aaarsy ties aver by the size of the pool of candi.da
in the progre:. 'Phis iajance could well delay
per. on to (S-16 of mny otherwise qualified
ea loyfes chile they waited for an aassigraient to
rotational position. In the worst cases, certain
iplo s night per receive a rotational assi erst
in the corrvetition for these ScaTM positions.
it shoidd be noted here that the forecast of the
success rate to s r grade level per grarie ten years
after promotion to M-l3, 14, and 15 is St, 10%, and
20% restively. This ratio makes a mandatory
requ#rewnt, If it could be atcc .fated, a rotation
for rotation's sake p - rather than one de'siwd
with a firm focus on the utilisation of experience.
4. DscusstOn; The matter of MMC0WbDdSt1ngZ, the large tsu" of
ratatior..al ass t tints, within a rem. nable time ire of suitable, gm".
Approved For Release 2002/01/08 : CIA-RDP89-01114R000300090041-0
 Approved For Release 2002/01/08 : CIA-RDP89-01114R000300090041-0
lticxet, poses serious practical -re 1 . Sim it is possibly
tho possess file suergrede r. a ;o nt potential, but are
late in the develop t press, + ld find it difficult t
qualifying experience for pro ti.on, the Agency ;end dnpri.ve
the choice of selection by instituting a mandatory r+uqui.?t
additional. factor for consideration before making a dot
that the SIB Task Force will be looking at the rec than for
fi cation of positions ami. perse l In three career tracks _ -
i /prnfessi+r , anal executive/p ray. 7
of the review r identify clear career tracks which e!lcrees
could elect to follow at a aid-cater level of CS-13 or x-i .
Whom a rotational e; perience is desired for the particular track, the
pool of candidates wotlt be defined by teelpyee option and n :nt . s
selection criteria wie i iould be based on the employee's proven reocorc'.
It is probable the feeder grotelw for the track a ould be of a size ich
could be pwavided with the required de lopmental assignments. It is
also feasible that given a more defined position roster and a re lit itea.
f es loyeaes, the rotatiomal assign t can be progrweed after the
e lly a ces3fal results.
tiona
a. ucause of the lexity of the proposal and the potential
for creating mandktory limits on choices available to both rya -ant
e Zloyees In the area of a tvo d to nt, it is re
t not be nwx%torr, but that rotation be encot
b. Because the V WP developing the proposal for the esubl.ish-
t of a senior es tive ser'v'ice is also addressing the issue of an
executive c vele ent pmt for S ES mothers, it is Y wed that
the proposal, as modified by the discussion points herein, be inciudc
as part of their overall stir.
IiQTTT E. fitt tE'ier
'ry E. Fitter
Distribution:
Orig MCI
2 - A/DIn
STATINTL 2 - D/Pers
I - OP/PNPS
?P/ /'P a (9 Aug 79)
Approved For Release 2002/01/08 : CIA-RDP89-01114R000300090041-0