INTELLIGENCE COMMUNITY PERSONNEL STUDY APRIL 1, 1988, PANEL MEETING AGENDA PHILIP ODEEN - CHAIR

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00530R001002350024-0
• Release Decision: RIPPUB
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• Document Page Count: 17
• Document Creation Date: December 27, 2016
• Document Release Date: June 5, 2013
• Sequence Number: 24
• Publication Date: March 29, 1988
• Content Type: MISC

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kt.)
ANAPA
National Academy of Public Administration
Chartered by Congress
Location:
Telephone:
INTELLIGENCE COMMUNITY PERSONNEL STUDY
APRIL 1, 1988, PANEL MEETING AGENDA
PHILIP ODEEN - CHAIR
4th floor - across from elevator, Key Bldg.,
1200 Wilson Blvd., Rosslyn, VA.
At above address -
9:00- 9:15am Welcome Ray Kline
9:15-10:30am Study Objectives
10:30-12:00
Odeen
Wortman
House Permanent Select Thomas K. Latimer
Committee on Intelligence Staff Director
Mike O'Neil
Chief Counsel
Senate Select Committee Sven E. Holmes
on Intelligence Staff Director
12:007 3:00pm
Lunch and Discussion with
Keith Hall
Budget Director
Charles Battaglia
Staff Member
Intelligence Agency Leaders
3:00- 4:00pm
Panel Deliberation on
Odeen
Issues to be Analyzed
Wortman
4:00- 4:30pm
workplan and Schedule for
Odeen
Panei Aeetings
Wortman
3/29/88
STAT
1120 G Street, N.W., Sulk: 54() Washington_ DC ()M\ 1.41_11 on
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DIRECTOR OF CENTRAL INTELLIGENCE
Intelligence Community Staff
Washington, D.C. 20505
ICS 88-4429
23 March 1988
MEMORANDUM FOR: Donald I. Wortman
Project Director, Intelligence Community Personnel Study
National Academy of Public Administration
FROM:
SUBJECT:
Director, Planning and P0 icy Office
Additional Congressional Guidance for Intelligence Community
Personnel Study
1. As a follow up to our meeting on Monday, this memorandum provides
additional guidance from the staffs of the House Permanent Select Committee on
Intelligence (HPSCI) and the Senate Select Committee on Intelligence (SSCI) on
issues to be addressed in NAPA's personnel study. (U)
at
o Examination of Equal Employment Opportunity (EEO) implementation.
The HPSCI has a particular interest in seeing that the personnel
study addresses the manner in which EEO goals and policies are being
implemented throughout the Intelligence Community. Towards this end,
we are attaching the latest EEO reports for agencies and
organizations in the Community for your information.
o Assessment of compensatory allowances for intelligence civilian
personnel posted overseas, including tax treatment. The SSCI would
like the report to include a comparison of allowances and special
compensations for CIA, NSA, and DIA personnel assigned overseas. In
addition, the report should address differences in tax treatment and
associated policies as they apply to State Department personnel and
members of the Intelligence Community on duty overseas.
2. If you have ,any questions on this additional suidance, please call me
(U)
Attachment:
a/s
CONTAINS SECRET INFORMATION--
REGRADE UNCLASSIFIED UPON
REMOVAL OF ATTACHMENT
STAT
STAT
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,
SUBJECT: Additional Congressional Guidance for Intelligence Community
Personnel Study
DISTRIBUTION: (ICS 88-4229)
Copy 1 - Addressee
2
- C/LLS
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- CIA/OL
STAT
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- D/PPO
5
- PPO Subject
STAT
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- PPO Subject
( S SG)
7
- PPO Chrono
8
- ICS Registry
DCl/ICS/PPO
(23 March 1988) STAT
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CENTRAL INTELLIGENCE AGENCY
EQUAL EMPLOYMENT OPPORTUNITY REPORT
FY 1987
MINORITY AND FEMALE RECRUITMENT
During FY 1987 the Central Intelligence Agency continued its commitment to
recruit and retain minority and female employees. We hired minorities,
compared to in FY 1986, and women, compared to last fiscal year.
The results of our broadened and intensified equal employment opportunity
efforts are enumerated below.
UPWARD MOBILITY
The Agency Upward Mobility Program offers career opportunities to
technical and clerical employees at grades GS-09 and below. From the
program's inception in FY 1980 through FY 1987, we have moved 126 employees
into technical and officer positions. We placed 12 employees in FY 1987.
FY 1980-86
Black -Female
Male
White Female
-TOTAL
FY 1987
White ? Female ?
Male
Black .Female
Male
TOTAL
OTHER SPECIAL PROGRAMS
Four Agency programs?Undergraduate Student Scholar, Summer Fellowship,
Minority Undergraduate, and Minority Symposium--directly support our minority
recruitment effort. They are expanding our recruitment feeder groups and
networks at the Historically Black Colleges and Universities (HBCUs),
.predominantly Hispanic schools ia the southwest, and other schools with
significant minority enrollments.
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Undergraduate Student Scholar Program
In response to Section 506 of the Intelligence Authorization Act of
FY 1987, the Agency developed an undergraduate training program that will lead
to baccalaureate degrees and intelligence careers for high school students
interested in and capable of developing skills critical to the Agency's
mission. This new program, designed particularly for minorities and the
disabled, provides tuition assistance and CIA work experience to students
pursuing intelligence-related studies with the understanding that they will
become full-time CIA employees upon graduation. The first 11 minority
participants, six more than our initial goal, began the program in September
1987. We plan to continue this program in FY 1988.
Summer Fellowship Program
This program, which began in 1930, provides faculty members and
administrators who work at HBCUs productive summer assignments at CIA. They,
in turn, serve as supportive contacts for the Agency when they return to their
schools. In FY 1987, 11 participants from 10 colleges and universities took
part in the program.
Minority Undergraduate Program
This program, now in its third year, allows promising minority
undergraduates to receive an early introduction to the Agency through a summer
work experience linked to their formal academic studins. It also affords the
Agency an opportunity to evaluate potential future emplbyees and recommend .
course work that will prepare them for Agency careers. The number of
participants increased from six in 1936 to 16 in FY 1)37. In addition to
assignments in the Directorate of Intelligence, we now offer work
opportunities in the Directorates of Administration and Science and Technology.
Minority Symposium
In April 1987, the Agency sponsored its second "Minority Symposium,"
attracting 35 minority students and 10 placement representatives from 10
colleges and universities. The students were enrolled in computer science,
engineering, economics, and political Science programs at HBCUs and two
universities with high Hispanic representation. We presented a series of
in-depth briefings concerning the Agency's mission and objectives. Nine of
these students currently are being processed for the Minority Undergraduate
Program. We plan to hold another Minority Symposium in FY 1988.
SPECIAL TRAINING
The Agency continues to sponsor an.array of special training courses- to
assist managers and employees in reaching our equal employment opportunity
goals.
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In FY 1987 the Urban Awareness Seminar was offered nine times, reaching
approximately employees. Since 1980 we have contracted with Dr. Charles
King, President of the Urban Crisis Center in Atlanta, Georgia, to conduct
these seminars to help participants develop a better understanding of how
racial, cultural, and other differences can affect day-to-day working
relationships.
Our Federal Women's Program sponsored 26 runnings of three training
courses--the Professional Women's Course, the Professional Men's Course and
the new Women's Executive Leadership Development Course--reaching some
students. These courses provide substantive training, information, and role
experiences from different perspectives to teach leaders of both sexes to
understand and accommodate gender differences and leadership styles in the
work place,
In FY 1987 the Office of Equal Employment Opportunity (EEO) offered a
pilot running of a new EEO for Managers Course. This one-day program
focuses on the responsibility of the manager in preventing and correcting
problems that lead to discrimination complaints. The course was attended by
employees who are managers or in some way affect employees' careers. We
intend to offer the course three times in FY 1988.
The Office of Logistics--one of our principal employers of wage grade
workers and minorities--has devised a Blue Collar Aidcareer Course, which is
similar to the Agencywide course for professional employees. The Blue
Collar course is intended to provide a broadening experience and aew
insights on career opportunities for workers with demonstrated potential f r
advancement. In the first two runnings of the course; some 30 percent of
the participants were women and minorities. This high level of minority J.1,1
female participation is expected to continue.
TABLES
Attached are tables showing the distribution of employees, FY 1937
hiring, and statistics for employees entering on duty.
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GENERAL DEFENSE INTELLIGENCE PROGRAM (GDIP)
REPORT ON EQUAL EMPLOYMENT OPPORTUNITY (EEO)
5 January 1988
O The GDIP encompasses general military intelligence resources of the
Services and Defense Intelligence Agency. Service GDIP activities operate
within the framework of parent Service EEO programs.
? GDIP organizations achieved gains in hiring women and minorities during
FY 1987. Compared to FY 1986, women employees on board at the end of
FY 1987 rose from 38.8 to 38.9 percent and minorities increased from 15.8 to
16.1 percent. For new hires in FY 1987 versus FY 1986, women grew from 45.5
to 50.0 percent and minorities improved from 22.7 to 23.1 percent. Also,
minorities entering professional positions expanded from 8.6 to 11.6 percent.
II The following sections describe recruitment and Affirmative Action
Programs (AAP's) for each GDIP component.
ARMY GDIP ACTIVITIES
? Army GDIP activities participate in Department of the Army EEO programs.
Army has an active affirmative employment program targeted at minorities,
women, and handicapped individuals. Total Army work force minority
-statistics compare favorably with national civilian labor force data.
Minorities comprise 24.8 percent of the Army civilian work force, compared
with a minority representation of 18.0 percent in the national white collar
labor force and 20.8 percent in the blue collar,labor force.
? Army actively recruits at colleges and universities with sizeable
minority enrollment. Additionally, many positions are filled internally to
provide advancement opportunities for individuals already employed with Army.
$ Army-wide, major command, and installation level affirmative action plans
analyze barriers to employment and advancement of minorities and outline
steps to be taken to overcome those barriers. The Army personnel management
evaluation system provides for a review of EEO programs when regularly
scheduled on-site personnel management surveys are conducted. Army reviews
these surveys, Equal Employment Opportunity Commission surveys, and
complaints of discrimination, particularly class action complaints, to
improve personnel management affirmative actions.
O Army major career fields are included in approximately 20 centrally
managed career programs. Functional program leaders are regularly briefed
on affirmative employment status of their programs and on recommendations
for supervisor involvement in affirmative action.
? A major area of emphasis in Army's affirmative action guidance is on
increasing representation of minorities and women in GS- and GM-13 through
15 positions. This involves outreach efforts to minortty group
UPON WITHDRAWAL OF ENCLOSURES, CLASSIFIED BY: GDIP Staff
THIS DOCUMENT BECOMES UNCLASSIFIED DECLASSIFY ON: OADR
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organizations, participation in job fairs, and recruitment displays at
conferences. Also, Army is making a special efforts to increase Army
minority employees in long term training programs.
NAVY GDIP ACTIVITIES
? All Navy GDIP activities are subject to Department of the Navy policy
onAffirmative Action and EEO. Annual Affirmative Action and Federal Equal
Opportunity Recruitment Program (FEORP) plans establish goals based on
underrepresentation, identify existing barriers, and develop strategies to
overcome barriers. AAP's include on-campus recruitment, newspaper
advertisements, career days, and upward mobility. Recruitment targets
minorities and females for underrepresented occupational fields and senior
grades. All managers and supervisors have access to EEO and AAP plans and
must consider them when personnel decisions are made.
? In addition to the EEO and AAP plans, Navy GDIP activities have related
procedures for position selection. Each selection is announced by dated
notice and a panel is established to review applications and interview
candidates. Each selection panel includes an EEO representative, who briefs
EEO and AAP requirements and provides guidelines that must be considered in
the selection.
? Upward mobility positions are specifically targeted by the EEO office.
-Upward mobility gives employees at the GS-9 level and below an opportunity
to move out of the technical and clerical fields into fields which have
greater promotion potential.
? EEO performance is a key factor in performance appraisals for Navy
managers and supervisors. Within the Atlantic and Pacific Commands,
position descriptions of both military and civilian supervisors reflect EEO
responsibilities.
AIR FORCE GDIP ACTIVITIES
11 Air Force GDIP organizations take part in Department of the Air Force EEO
programs. Air Force policy ensures equal opportunity regardless of race,
religion, color, sex, national origin, age, or handicapping condition for
all employees or candidates. The Affirmative Employment Program provides a
work environment where all personnel can advance to their highest potential,
and it eliminates underrepresentation. Affirmative employment is an
integral part of Air Force personnel management. Technical responsibilities
for EEO requirements are a function of the Civilian Personnel Officer.
Management aspects such as selection for employment, promotion, and training
are the responsibility of individual managers and supervisors.
? Each Air Force organization with a central civilian personnel office
(CCPO) has an AAP Plan (AAPP) for all employees. The AAPP is a cooperative
effort of EEO and AAP officials and management. Organizations with large
2
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work forces develop organizational AAPP's that serve as inputs to the
installation AAPP. Commanders are responsible for achieving installation
goals. Major commands (MAJCOM's) consolidate installation goals, and
MAJCOM's and Headquarters Air Force monitor quarterly progress.
II Air Force GDIP authorizations are spread out through 15 commands serviced
by 21 CCPO's. As a result, there are no centralized GDIP recruitment,
hiring, and promotion policies for minorities. The Foreign Technology
Division (FTD) has over 40 percent of Air Force GDIP positions. FTD
conducts an extensive recruitment program for engineers and other scientific
and technical fields. This includes on-campus college recruitment at
predominantly minority schools and other schools with high minority or
female enrollments. FTD also recruits through the Ohio state employment
services and several Ohio Urban Leagues, and it advertises in the Hispanic
Times, the U.S. Black Engineer, and the Minority Engineer.
? Special Emphasis Programs (SEP's) play an important role in recruitment
of minorities. SEP Managers assist in recruitment, employment, and
advancement of minorities and women in the federal work force and assist
managers and supervisor with Affirmative Employment Programs. For example,
FTD SEP managers target recruitment through local community organizations.
Each Air Force installation has a Hispanic Employment Program, a Federal
Women's Program, a Black Employment Program, and a Handicapped Individuals
Program. In addition, Air Force encourages establishment of American Indian
and Alaskan Native and Asian American and Pacific Islander Employment
.Programs where needed.
? All Air Force bases use student employment to further affirmative
employment. Student programs include cooperative education, Junior
Fellowship, summer hire, and stay-in-school. The largest command, Air Force
Logistics Command, has a "grow your own" engineer program which grants
financial aid for undergraduate degrees in exchange for post-graduation
employment commitments. Many minority and female students have benefited
from this program.
DEFENSE INTELLIGENCE AGENCY (DIA)
? DIA prepared FY 1987 AAP's for Minorities and Women and for Handicapped
Individuals and forwarded the plans to the Office of the Secretary of
Defense and the Equal Employment Opportunity Commission (EEOC).
II The DIA EEO staff participated in minority and women national conferences
including the Image Conference, the Federally Employed Women's Conference,
the National Association for the Advancement of Colored People (NAACP)
Conference, and the Blacks-In-Government Training Conference.
? Federal Equal Opportunity Recruitment is an integral part of DIA
recruitment. The Agency's FEORP plan emphasizes college recruitment, upward
mobility, and targeted paid advertising. It focuses efforts on the main DIA
occupations -- intelligence analyst and computer specialist -- with 100 or
3
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more personnel each.
O College recruitment visits were scheduled during the last year to the
following historically black college and universities (HBCU's): Hampton
Institute, Morehouse College, Morgan State College, Southern University,
University of Maryland Eastern Shore, Tuskegee Institute, and
Bethune-Cookman College. DIA representatives also visited schools in the
Southwest and West with a large number of Hispanic, Native American, and
Oriental students. These included Arizona State University, University of
Texas El Paso, University of New Mexico, San Francisco State University,
University of San Francisco, University of California at Los Angeles, and
San Diego State University.
? DIA ran entry-level professional advertisements in campus newspapers,
including: Maroon Tiger (Morehouse College), Campus Digest (Tuskegee
Institute), Blue and White Flash (Jackson State University), Digest
(Southern University), Register (North Carolina Agricultural and Technical),
Prospector (University of Texas El Paso), Daily Lobo (University of New
Mexico), Round-Up (New Mexico University), Arizona Daily Wildcat (University
of Arizona), State Press (Arizona State University), Daily Bruin (University
of California at Los Angeles), and Foghorn (University of San Francisco).
? The Agency also participated in job fairs oriented toward minorities and
women, including: Rio Grande Hi-Tech Minority Job Fair (for Hispanics and
Native Americans), Arthur A. Fletcher United Negro College Fund Job Fair
.(for Blacks), and Blacks-In-Government Job Fair and Exhibit (for Blacks).
? DIA advertised in career development guides to attract minority and women
mid- and senior-level engineers. These guides were distributed at annual
meetings of the Society of Women Engineers, the National Urban League, the
NAACP, the Society of Hispanic Professional Engineers, the National Society
of Black Engineers, and the League of United Latin American Citizens.
II DIA Upward Mobility Programs train individuals to fill vacant positions
for which they otherwise would not qualify. Current Agency employees are
selected to participate based on demonstrated high growth potential.
Approximately 20 individuals have completed Upward Mobility Programs in the
past five years and are performing well in their respective career fields.
II Senior DIA management is directly involved in EEO programs. The
Director, DIA, has published an EEO policy statement. It encourages
managers and supervisors to support goals and objectives of Affirmative
Employment. It also emphasizes prevention of sexual harassment.
EMPLOYMENT DATA
O Enclosures 1 through 5 give summary data for United States national GDIP
civilian employees as of 30 September 1987. For the formats:
-- "Professionals" include occupational series listed in EEOC Manual
4
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EEO-MD-707, Appendix A, as "Professional" and "Administrative."
"Technicals" include series listed by the EEOC as "Technical."
-- "Clerical and Wage Grade" include series listed by the. EEOC as
"Clerical" and "Other."
"SES" includes Senior Executive Service and Defense Intelligence
Senior Executive Service.
5 Enclosures
1. Distribution of Employees (S)
2. Total FY 87 Hiring (S)
3. Professionals Entered on Duty (EOD) in FY 1987 (S)
4. Technicals Entered on Duty (EOD) in FY 1987 (S)
5. Clerical & Wage Grade Entered on Duty (EOD)
in FY 1987 and Summary of FY 1987 EOD Counts (S)
5
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DISTRIBUTION OF EMPLOYEES
Schedule
8 Grade
Total
White
Total Women
Black
Total Women
GS-01-03
214
132
118
77
66
GS-04
256
153
131
94
78
65-05
507
357
298
129
99
GS-06
414
289
258
102
86
GS-07
673
539
363
110
82
GS-08
250
163
128
77
67
GS-09
689
557
236
105
70
GS-10
60
45
26
15
5
GS-11
831
703
237
93
50
GS-12
1406
1248
278
87
41
GS-13
1290
1194
170
61
23
GS-14
905
859
78
28
4
GS-15
398
386
25
3
1
Total GS
7893
6625
2346
981
67
SES-01
9
9
0
0
SES-02
9
9
0
0
SES-03
21
21
1
0
SES-04
14
13
1
o
SES-05
3
3
o
0
SES-06
0
o
o
0
SES-AF*
5
5
o
0
Wageboard
147
105
12
39
Total
Strength
8101
6790
2360
1020
679
Asian Hispanic Native American Other
Total Women Total Women Total Women Unidentifed
3
2
10
15
9
1
15
o
21
51
23
9
5
164
0
0
0
1
0
o
0
0
165
3
1 1
o
2
1
2 2
4
8
5
4 3
o
13
6
2 2
o
6
5
7 4
o
0
4
3 3
o
3
o
2
1 o
o o
2
o
4
1
6
2 1
o
16
1
6
5 o
1
1
2
2 1
2
2
1
1 o
o
1
1 o
o
59
8
3
31
17
9
o
0
0
o
0
0
o
0
1
59
85 39
32
17
9
*Specific SES grades are not available for Air Force GDIP employees.
Enclosure 1 to GDIP EEO Report
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TOTAL FT 87 HIRING
Schedule
& Grade
White Black
Total Women Total Women
Asian Hispanic
Total Women Total Women
Native American
Total Women
GS-01
0 0 o
0
0 0
0
GS-02
27 26 27
25
0 0
0
GS-03
56 52 48
45
2 0
0
GS-04
58 50 19
17
1 0
0
GS-05
94 69 32
18
4 2
1
GS-06
49 47 22
21
5 1
1
GS-07
157 69 20
14
3 2
0
GS-08
12 4 2
2
1
1
0
GS-09
102 17 8
3
9
6
1
GS-10
4 1 1
o
0
0
0
GS-11
96 19 7
1
2
0
0
GS-12
97 25 8
3
2
2
1
GS-13
73 12 8
2
1
1
0
GS-14
30 3 3
1
1
1
1
GS-15
15 0 1
0
0
0
0
SES
3 o 1
0
0
0
0
Wageboard
7 1 1
0
0
0
0
Totals
880 395 208
152
31 1
16
5
1
White Men =
485
White Women .
395
All Women =
573
Minority Men =
87
All Minorities =
265
Minority Women =
178
Enclosure 2 to GDIP EEO Report
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PROFESSIONALS ENTERED ON DUTY (EDO) IN FY 1987
Schedule
& Grade
White
Black
Hispanic
Asian-Pacific
Other
SES
3
1
0
0
0
GS-15
15
1
0
0
0
GS-14
30
3
1
1
0
GS-13
73
8
1
1
0
GS-12
89
8
1
1
0
GS-11
88
7
o
3
o
GS-10
3
1
0
0
0
GS-09
85
5
6
4
2
GS-08
7
1
1
1
0
GS-07
121
7
0
3
0
GS-06
3
0
0
0
o
GS-05
21
1
1
1
0
Other
1
0
0
0
o
Total
Professionals
539
43
11
15
2
Enclosure 3 to GDIP EEO Report
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TECHNICALS ENTERED ON DUTY (EGO) IN FY 1987
Schedule
8 Grade
White
Black
Hispanic
Asian-Pacific
Other
GS-12
8
o
1
1
o
GS-11
8
1
o
0
o
GS-10
1
0
o
o
0
GS-09
16
2
0
4
o
GS-08
1
0
o
o
o
GS-07
12
4
0
o
o
GS-06
4
2
o
o
o
GS-05
7
2
0
o
0
GS-04
9
6
o
o
o
GS-03
4
2
o
o
1
GS-02
o
o
o
o
o
Other
o
o
o
o
o
Total
Technicals
70
19
1
5
1
Enclosure 4 to GDIP EEO Report
SECRET
Declassified in Part - Sanitized Copy Approved for Release 2013/07/22 : CIA-RDP90-00530R001002350024-0
Declassified in Part - Sanitized Copy Approved for Release 2013/07/22 : CIA-RDP90-00530R001002350024-0
SECRET
CLERICAL & WAGE GRADE ENTERED ON DUTY (ECO) IN FY 1987
Schedule
& Grade
White
Black
Hispanic
Asian-Pacific
Other
GS-09
1
1
o
o
0
GS-08
4
1
o
o
1
GS-07
24
9
2
0
2
GS-06
41
20
1
5
1
GS-05
65
29
1
3
1
GS-04
51
13
o
1
o
GS-03
52
45
o
2
o
GS-02
26
27
0
0
2
Wageboard
7
1
o
o
o
Total Clerical
& Wage Grade
271
146
4
11
7
SUMMARY OF FY 1987 E00 COUNTS
Category
White
Black
Hispanic
Asian-Pacific
Other
Professional
539
43
11
15
2
Technical
70
19
1
5
1
Clerical/WG
271 .
146
4
11
7
Total
880
208
16
31
10
Enclosure 5 to GDIP EEO Report
SECRET
Declassified in Part - Sanitized Copy Approved for Release 2013/07/22 : CIA-RDP90-00530R001002350024-0