(UNTITLED)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-05343A000100100008-8
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 8
• Document Creation Date: December 9, 2016
• Document Release Date: June 5, 2001
• Sequence Number: 8
• Content Type: LIST

ApproveoFor Release 2001/08/09: CIA-RDP78- 43A000100100008-8
NWO
B. Are potentially surplus employees given preliminary notice, provided
counseling, and given opportunity for retraining and/or reassignment
as feasible? .
yes
no
C. Have all employees been made aware of the surplus procedures and of
their rights.uypdier them?
-1 yes ^ no
XVI. OBJECTIVE: Establish a uniform grievance procedure within the Directorate.
A. Does the Career Service have a formal grievance procedure to handle
non-EEO issues?
Li no
B. Does the Career Service grievance procedure ensure that the employee
understands his rights as a federal employee?
^ yes ^ no
C. Does the Career Service grievance procedure anticipate and provide for
the possibility of employees seeking redress through the court?
D. Has the Career Service promulgated amplifying instructions on its
grievance procedures?
PROBLEM AREAS
Describe any obstacles you have encountered in implementing the new
personnel approaches.
This space is available for explaining, as desired, any answer relating
to the 16 objectives.
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B. Have all; true managerial positions and 'their most significant functional
elements been identified?
yeS no
XII. OBJECTIVE: Provide policy to facilitate inter-Directorate transfers
and rotational tours.
A. Has the Career S rvice publicized a policy to ensure that employees
are not discou,pged from requesting such assignments, if qualified?
[no
B. Has your PDP invca'Ived the use of inter-Career Service developmental
accinnmunte9
I:1 no
C. Has the Career vice negotiated with other Career Services in order
mutually to i ntify positions to be used for developmental purposes?
El no
XIII. OBJECTIVE: Establish procedures and provide guidance for recommending
honor and merit awards.
yes
no
XIV. OBJECTIVE: Provide a system for the annual review of supergrade personnel
in Personal Rank Assignments to effect corrective action when needed.
Does the Senior Perspnnel Resources Board or other designee review the
status of supergradt personnel annually?
yes ^ no
XV. OBJECTIVE: Develop procedures to handle potential surplus cases, including
counseling, consideration for retraining and/or reassignment, and notification
of surplus status.
A. Have specific procedures been developed to identify potential surplus
employees?
[ayes fl no
A. Has the Career Service promulgated amplifying guidelines on policy
for such recommendations?
f yes L_i no
Where applicable doh-s-the Career Service review recommendations for
honors and awards,lnitated by Career Sub-Groups?
I'll
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voe
IX. OBJECTIVE: Establish Directorate standards for selecting candidates
to attend senior schools or courses..giving consideration... to how
the trainees will be utilized afterwards.
A. Have Directorate-wide standar for senior schools been established?
Yes M ^ no
B. Is the s-el-eetion of candidates based upon the PDP?
Dyes
^ no
C. Are employees notified of the basis for selection?
^ yes
cSJ
^ no
.,, Are the post-training assignments of attendees to senior schools
id.ent fted and made known to the employee before training is undertaken?
^ never seldom ^ usually ^ always.
X. OBJECTIVE: Establish Directorate policy and standards for approving
external full-time and part-time training...
A. Has the Career Service established policy and standards for approving
external trainjng?
^ no
B. At what level is approval for such training?
^ Division ^ Office E3 "Career Service ^ Branch
C. Have Career Service guidelines been promulgated?
yes ^ no
^
D. Is external training approval meshed with PDP?
yes
^'yes
E. Do Evaluation boards/panels make training recommendations or
indicate training deficiencies to supervisors?
OBJECTIVE: Establish minimum training standards for managerial positions
and for occupational positions and groups when training is considered
significant for job performance and employee development.
A. Has the Career Service initiated action prepare to developmental pro-
files where appropriate (PDP)?
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C. Have members of the Career Service been told the names
counselors they could go to on their own initiative to
assistance and guidance?
^ yes
EJno
D. Are low-ranking employees receiving counseling?
yes Q no
E. Does the Career Service counseling program provide for the counseling
of employees on a systematic basis?
1-1 yes
r] no
F. Have those persons designated as "counselors"been given any specific
training for that role?
ayes
III no
G. Do the Career-Service Sub-Groups have a, separate counseling program?
fu no
VIII. OBJECTIVE: Organize logical groups below Directorate level on either a
grade, function, program, etc,, basis, which for their members, will
implement the personnel policy. guidances and instructions of the Directorate.
A. Have "groups" been organized within the Career Service "which for
their members, would implement the personnel policy guidances and
instruction
th
D
"
s o
e
irectorate
?
yes
1:1 no
B. Have the former office-level career services been designated as
career sub-groups?
yes ^ no not applicable
C. Have any non-office level "Career Sub-Groups" been organized sub-
sequent to the approval of this objective?
Dyes
D. If not, does the Career Service anticipate the organization of any
such "Sub-Groups"?
J no
E. If yes, specify the kind of Sub-Group contemplated.
of the employee
seek job
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B. Are the results reported so that the Deputy (or equivalent) may use
the information in making decisions relative to his APP and PDP?
yes ^ no
V. OBJECTIVE: Establish Directorate personnel objectives (through MBO,
APP, and PDP).
A. The Career Service has explicit personnel management objective!.
E^ yes ^ no
Career Service personnel objectives are reviewed by the Deputy
(or equivalent) prior to promulgation.
ffyes ^ no
C. Progress in meetin objectives is monitored periodically by the
Deputy (equivalent).
^'yes ^ no
VI. OBJECTIVE: Establish a program and criteria for the career management of
supergrade personnel at the Career Service level.
A. Special criteria have been established for the evaluation and man-
agement of supergrade personnel.
Ityes ^ no
B. Supergrade rankings are consolidated at the Career Service level.
^Yyes ^ no
C. In conjunction with the PDPPsupergrades and candidate supergrades
are provided career counseling and placement.
^ no
D. The Career Service has procedures for recommending and effecting the
assignment ofsupergrades both within and without the, Career Service.
^yes ^ no
VII. OBJECTIVE: Create a Directorate-wide counseling program... and a visible
counseling source.
A. Has a formal areer Service-wide counseling program been instituted?
yes ^ no
B. Has the Career Service informed its employees about its counseling
program? -
L. tlye s ^ n o
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6. How often are evaluations conducted?
U Annually
Semiannually
7. Have employees been notified who their evaluating officers are?
^ yes ^ no
8. Do the panels use rating scales for evaluation of qualifications,
performance, and potential?
III. OBJECTIVE: Provide the evaluation panels with uniform ranking criteria
that will identify employees with the highest and least potential and
those in between.
A. Has the Career Service identified uniform ranking criteria (not
promotion criteria) applicable throughout the Career Service?
^ yes
B. Has the Career Service provided for the systematic study of the
criteria used to rank employees to verify their validity?
^ yes
C. Does the Career Service have expressly stated criteria designed
to measure employee career potential?
yes ^ no
D. Has the Career Service established a definition explaining what
constitutes "the lowest ranking employee(s)"?
E. Has the Career Service established a procedure to ensure that "those
having the, lowest ranking will have this fact made known to them"?
yes ^ no
L LLVIU
Elyes [1 no . ,.
F. When Career Sub-Groups are involved does the Career Service review
the employee ranking technique and procedure used by each of the Sub-
Groups?
11 no
[_1 no
I no not applicable
IV. OBJECTIVE: Provide for periodic review by the Deputy of evaluation
activities and results.
A. Procedures have been established to give the Deputy a report of
evaluation activities.
LA, )NotedfiowtF el 20?1 t09ja1.:#-RQP7
,g1go10CO ~artorly
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II OBJECTIVE: Establish an appropriate panel structure and procedure
to conduct, at least annually, the evaluation and ranking of professional
personnel.
A. Has the Career Service established boards/panels to evaluate and
rank all professional personnel?
yes ^ no
1. If not, has the Career Service set a target date for the
establishment of such panels?
^ yes ^ no
2. Has the Career Service reviewed its membership to ensure that
each employee is properly identified according to sub-category
code, i.e.., as professional, technical, or clerical?
3. Has the Career Service established panels to evaluate and rank
technical and clerical employees?
^ yes (technical) ^ no (technical) ^ yes (clerical) ^ no (clerical)
4. if not, does the Career Service anticipate providing a structure
for the evaluation and ranking of such employees?
^ no
In berms of board/panel evaluation procedures, please answer the
following questions.
1. Do the evaluation boards/panels review promotion recommendations
made by supervisors?
^ yes ^ no
2. Do they make promotion recommendations?
^ yes L-! no
3. Does inadequate time-in-grade make an employee ineligible for
consideration for promotion?
^ yes ^ no
4. What is the term of office of panel members?
No, of years.
5. Is it required that panel members be of higher grade than the
field of employees being evaluated?
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L_j yes __j
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SURVEY OF PROGRESS IN IMPLEMENTING THE NEW PERSONNEL APPROACHES*
I. OBJECTIVE: Develop and disseminate uniform promotion criteria.
A. Does the Career Service presently have(unifdr promotion criteria?
yes no
yes
1. If yes, how long has it had them?
weeks months years (Underline one)
2. If no, has a target date been set for completing the develop-
ment of uniform promotion criteria?
El no
Where Career Sub-Groups are involved has the Career Service
reviewed the promotion criteria of these sub-groups?
Li yes
4. Where Career Sub-Groups are involved has the Career Service
determined what, if any, promotion criteria must be used without
modification or exception by all sub-groups?
^' yes
Ono
B. Has the Career Service examined and reaffirmed the value of its
promotion policies and criteria?
L
no
C. Have all Career Service and (as applicable) Career Sub-Group board/panel
members been given appropriate promotion policy and promotion criteria
information?
[1 yes
D. Have all members of the Career Service been informed with respect to
Career Service and (as applicable) Career Sub-Group promotion policies
and promotion criteria as it applies to their individual grade and
occupational category?
^ yes
Response to questions should reflect the Career Service situation as
30 September 1974.
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