RELEASE OF PERSONNEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04718A002600170062-9
• Release Decision: RIFPUB
• Original Classification: S
• Document Page Count: 5
• Document Creation Date: December 9, 2016
• Document Release Date: June 13, 2001
• Sequence Number: 62
• Content Type: REPORT

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TO: ? D cesuty Director of Centemll. Let el3.igence
SUBJECT: Release of Perooneel
1. FROMM:
To devise precedures ehich iiflnake poseible the identiTieetion and
release of persoes wheve record of past service an& beisweier has
been satiefactoey but whose centinued ampleement would impair the
efficiency of the Agency.
2. FACTS BEAFING ON THE PROBIEM:
a. The Agency cerrie3. an enuquany high prpportion of it oeployeee in
grades 11 through 15. The continued prometicn of ale yeunger people
into these grades is necessary to assure the future effieiency of
the service. There is relatively littae attrition in then? grades.
b. There are a number of peeeene on the Aceeey rolls in theee grades
whose continued employemet in their present positions eel i4 positione
into uhich they ulght be meved or Pa-ltd.& they might be trained
would impair the efficiency or the Agency..
c. Attrition in grades G340 snd beloe is rare than sufficient to previde
openings and eppertunities to all junior perconnel.'
d. Deputy Directors and hece7s of Career Services are responenie far the
campositien and efficieney of their Career Services.
e. The military sereices and the Foreign Eervice are authorised to
release officers eho heve cemploted a etated nueber of yv:111;:o of
service an litho in mee instances have failed te achieve premetion
into ppecified higher gra,des v and to pzy annuities to sueh officers.
f. The Agency is unable, ths fez', to pay a retirement annuity to persans
voluntarily retiring ehen they reach aro 50. On the other hand, a
person who is involunterny separated tt the cempletion ef 20 years
at age 50 er 25 years et any tame befoze age 50 draws a redeced
enmity.
g. Section /02(c) of the latf.orma3Gcurit?, Act of 1947 DrovIdea the WIT
with authority tJ serfrao cnployeos of the Agelcy 'Alien necessary or
advisable in the hate7;cst.o cf Zthe Unit Sttes.
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SUBJECT: Relesse of Personnol
3. DISCUSSION:
a. Although there are a needb,,er of different early retirement and relection-
out procedures operative within the Govermeent, there is no procedure
which can be used es a precedent in plaenieg to meet the Agencylle needs.
Existing procedures &peed on one or another of the foiling con-
ditions, none of ehieh is applicable to this Agency in the context of
this study;
(1) A record of ursatiefactory behaviao or work on the eart of the
employee. .
(2) A planned eeduction in the mutber of employeeu.
(3) Authorisation to pay annuities to per being retired without
prejudice for failexe to advance into specified higer grades. '
b. Failure to achieve promotion within a stated nuMber of years should
be used as the criterion for the identification of eases te be reviewed
under the planned proceduees.
c. Because of the nature of maoy of the tacks performed in the Agency it
is to be expected that a considerable muMber of valuable erployees
will repeatedly care under review if this criterion is applied. The
continued employment of e umber of these eoployeee despite the fact
that they are not prated, in no Way rums counter to the objectives of
these procedures.
d. In fairness to the person being discharged it will be neeessary that
the action be based on adeqrate and reasonable grounda. Those persons
who, dee4-ite a satiefactoey written recced have, in facts been less
than satisfactory eeployees should face charges. It is proposed that
the reason for discharge in other cases be given ae "'Failure to
qualify for advanced trainieg." This stotement does not reflect on
the past record of performance but does indicate that the individual
concerned has roadbed a tage in his employeent where hie future use-
fulnece is limited. Each soch case eill be reviewed free the point of
view of possible training ere] continued utilization.
4.
CONCLJSIOTZ:
The Agency can entsT:lish procedures for the identification and release
of persons whose tontinoed uoplaynent eeuld impair the efficiency of
the Agency.
5. ACTION Frt ?ENDee
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SUBJECT: ReAeale of Per Anel
a. That the aflached proposed Agency Notice, providing for the selection
and teraination of persons, be approved ad published.
b. That the D.Lrector of Personnel increase the effectiveness of the
Agency's out-placenent service.
Gordon YL Stewart
Director of Personnel
Attachenent
Proposed Agency Notice
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Attachment to Staff Study
re Release of Personnel
rz CP WED liCRICE
For the purpose of identifying and releasing those pereoes whose record of
past service and behavior has been satisfactoe7 but whose continued
employment would lair the efficiency of the Agency, the following pro-
cedures are hereby established:
1. Within three resontha of the publication of this rotice, and
annually thereafter:, the heads of the Career Services will
review the qualifications of all persons who have been in
grades 1S-11 through 15 three years or more and select for
separation all persons whose continued employment would
impair the efficiency of the Agency.
2. The qualifications of persons so selected will be further
reviewed by the Director of Personnel who win make a final
selection of those for separation free the Agency, having in
mind the possibility of further training and transfer to other
components and/or reduction in grade.
3. Persons selected for separation undco these procedures will
be informed in writing of their intended release, the reasons
therefor, end Will be granted thirty days during which to
appeal. At the =elusion of thirty days, there being no
change in the Ageancyis decision, the Director of Personnel
will cause then to be removed from the rolls of the Agency.
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