STATUTORY CHANGES IN THE AGENCY PERSONNEL PROGRAMS SINCE 1978

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00530R000300440002-4
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 2
• Document Creation Date: December 27, 2016
• Document Release Date: February 28, 2013
• Sequence Number: 2
• Content Type: MISC

Declassified and Approved For Release 2013/02/28: CIA-RDP90700530R000300440002-4
STATUTORY CHANGES IN THE AGENCY PERSONNEL PROGRAMS SINCE 1978
12. Provide the citation and date of any law enacted since
1978 which hae significantly impacted the agency personnel
program.
The Foreign Service Act of 1980 (Public Law 96-465).
Declassified and Approved For Release 2013/02/28: CIA-RDP90-00530R000300440002-4
Declassified and Approved For Release 2013/02/28: CIA-RDP90-00530R000300440002-4
STATUTORY CHANGES IN THE AGENCY PERSONNEL PROGRAMS SINCE 1978
13. Describe briefly the personnel problem(s) addressed by
law; the nature of the change introduced by the law; and a
brief evaluation of the effect of the law on the agency
personnel program.
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o r
At---I-Mplemented by Department management, Foreign Service
officers who reach FSO-1 (equivalent to GS-15) must decide
whether they wish to compete for promotion to the Senior '
Foreign Service. If. they opt to compete, their performance is
reviewed by up to six annual promotion review panels. If they
have not been promoted within this period, they are "selected
out" and must leave the service. Those officers who do not opt
to compete can continue in the Service until their maximum time
in class (TIC) expires. For an FSO-1 the maximum is controlled
by the number of years elapsed since promotion to FSO-3. An
employee generally has a maximum of twenty years from the 0-3
promotion to his/her promotion to the Senior Foreign Service
(or retirement for time in class) with no more than 15 years in
any one grade.
The "twenty year factor" puts a premium on having the most
career enhancing jobs at all times. Tours in less desirable
bureaus, e.g., INR, may, it is perceived, slow down a career.
In other words, many Foreign Service officers no longer feel
that they have the time to stray from the main track to pursue
career interests which, though worthy, keep them from reaching
the top. This very likely accounts to a significant degree for
the paucity of bids by Foreign Service officers for INR jobs.
Declassified and Approved For Release 2013/02/28: CIA-RDP90-00530R000300440002-4