ALTERNATIVE MEASURES FOR ACCOMPLISHING THE REDUCTION OF PERSONNEL TO CEILING LEVELS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04718A002600170061-0
• Release Decision: RIFPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: June 13, 2001
• Sequence Number: 61
• Publication Date: August 30, 1957
• Content Type: PAPER

Approved For Release 2001/08/10 : CIA-RDP78-04718AO02600170061-0
Approved For Release 2001/08/10 : CIA-RDP78-04718AO02600170061-0
 Approved For Release 2001/08/10 :'CIA-RDP78-04718A002600170061-0
TAB A
Reduetion of person l pursuant to the formal O wets nt
reduction-in-force procedures Involves a relatively r eraonal, rigid
mechanism which determines the employees to be separated on the basis
of such factors veteran status and length of Federal service.
Relatively minor weight is allowed for quality of er loyee performance.
Consequently,, this system not infrequently results in the elimination
of valuable eaployees and the retention of individuals whose contri-
butiou is routine or even mediocre.
Lou of personnel whose service is less t
factory should be a continuing aim of icy personnel policy. It
assumes greater significance when personnel reductions are required.
Specific proposals for putting into effect procedures for a regular
'si of selecting out this category of employees were recently
submitted by the Director of Personnel (Annex 1). The is -lementatton
of these rec r tions would of necessity proceed on a deliberate
pace, and in accordance with a series of prescribed, steps. Despite
the most judicious administration of a selection-out program it
-yreasonably be acted. that strong resistance will be developed
by the Individuals selected out. From past experience with involuntary,
separations it can be anticipated that numerous extern sources willl,
intervene: in behalf of the persons directly affected, and that at
least some concern wi 3 . be generated among the general body of Agency
personnel. Pecordin .y, it must recognised that the qaantitative
effects of a systematic selection-out plan rdght not be immediately
substant isskl .
The Civil Service retirement. system provides for "discontinued
service: annuities for personnel involuntarily arated if (1) they
Sege C and have completed 20 years' service L-5 years of which
must be civilian], or (2) re sss of , if they have completed
25 years of service (5 yes' civilian, mandatory Accordingly,
with respect to personnel in the foregoing groups who are separated
from the Agency for such reasons as are in the best interest
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 Approved For Release 2001/08/10 : CIA-RDP78-04718AO02600170061-0
eye of the average age level of the .Macy' aa? pera onne . [ / .1 ye a
int as iti es are i ateiy available. It is
retirement" separations would be
,,t+,, by fiction 102(c I of the Nati oml Bemdrity Act a
er tive will prdbabiy have ,united epp1 catim.
Attrition ( c ed by r ion of hiring) Vat"
totaal p l on duty vou3A 6ecez an faall bet. w the ceiling du ng October
reflects the limited mmber of aubaeqg t nontb .y a point : ch cc .&
alst,
? `""`
c
`ear a 1oyu n basis. Since the UrMOa erant person
rage s
a
,
gra4
e
-
in
,n.. __-
u
ee sap-- - -
-
a t that the Cr i .ct of a program of personnel reduction by attrition
clwk~ VI_
would be felt in thee grade gtMV$. Und*ubt*dIY, O MAC c e ricAl shortages
reminder of the fiscal year if this barb were
,ntc t rate filch. would have to estab-
rate at the ceiling level for the fiaw
in cie~ Proceaai
(allowing for
W fl- l scoxcity until, after December 195(.
onto ,> her el-
Vitas, thereby necessitating a few ration (with no replaZe n nts each
f 20 Brat a
montla am=g ? -i' a e ash to the went of an awe o
aired to achieve a ,l rasa a zuVj-WmuuI'
ceiling iimit
sonnel helves the dwWr of
difficulties of inadequate cleric
effect upon, future recruiting p?
The characteristics Of the recruti
aieveloved in local , a cOn'i
a x`ii'iced until the former ground is a
actual n.
tinning. :
In order
eruitment objecttYea
Tables of Or8ftniMUOM ina"de only tl
Of clerical personnel is
at sbo
in the can
of reference
it is sat essential
clerical, positia which corral
entered an any if
o rer the proble n
Approved For Release 2001/08/10 : CIA-RDP78-04718AO02600170061-0
 Approved For Release 2001/08/10 : CIA-RDP78-04718AO02600170061-0
by the c
On the basis of P.
0 the actus. Posi
proved or the or i t;
review of c rime supyort
ceiling will scale d the volume of re-or
J or dicer Trainee program J
etrlotio deiop during the per
cep, and later when the ceilinge
outlined in Arum 5.
icy g xea ring ceiling count should br
t into - t
Cush
sit rem to to categories of person coved by cep
limits. for exaVle, personnel (currently 10) participating is Sr i.
training activities are not included urAer present icy policy in the cell-
lug t; fever, in term of c u. with Burftu of the t pro ced=es
for ceiling control it is toss to include these eu loyeee (who are
i status) within the ceiling limit. Within the AV-y,, re . in
i Pro y) should be- char d to the ceili ; of the cont i Bch they
J prong since theee latter px*eub, will be assigned to ether
component iou cation of training) ? The alternative of establishing, at
this time, a . to pool to assign all trainees to not feasible, since it
:dui re a prorated withdrawal o ceiling in each COVOWMt.
Approved For Release 2001/08/10 : CIA-RDP78-04718AO02600170061-0