COMPETITIVE EVALUATION PANELS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01341A000100030001-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: November 17, 2016
• Document Release Date: July 13, 2000
• Sequence Number: 1
• Publication Date: June 24, 1959
• Content Type: MEMO

Approved For_Release 2000/080151:
I.
Administrative Officer,
Office of the Comptroller
Chief, Budget Division
Competitive Evaluation Pane
DP80.01.341A000100030001-6
2 4 JUN 1959
1. The proposed guide, to provide uniformity and assist panel members
in arriving at employee rankings, has been reviewed by the Budget Division
panel.
2. The adoption of this guide by all of the Comptroller's divisions
would meet the need for uniformity and help the Career Service Board in their
review and consideration of the panel reeommendations. The proposed factors
and the point evaluatioa to apply may still result in some variances between
the rAnkirapenels due to: the varying standards or judgment considerations of
the different panels. This aspect, however, is to be expected in the system.
To mininlize the variances it is suggested that the factors susceptible of
uniformity be so defined. For example, under length of service, 2 points
could be given for each 2 years of service with 10 points maximum for 8 years
or more. Likewise, the acceptance: of career Obligation may be more definable.
Does acceptance of overseas duty rank over those that cannot take overseas
duty because of family or health reasons?
34 SObject to the above comment, this office concurs in the proposed
guide. The memorandum and proposed guide on this inject has been retained in
the Budget Division panel files.
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FISCAL DIVISION
COMPETITIVE EVALUATION GUIDE
1. Tbe Fiscal Division Competitive Evaluation Panel is composed
of three members, in grades 08.15, 14 and 13. All members viii
oollectively evaluate persons in grades up to 08-12. Persons in
grade GS-13 will be evaluated jointly by the ti o members senior in
grade to 08-13.
2. The evaluation of each 'splayse viii be recorded on a form
vhich provides for ratings on four major elements based on the
individual's Fitness Report and Biographic Profile. Etch of the
four major elements listed below is assigned a maxima numerical
value of 10 points:
a* Performance
b. potential
c. Value to Agency
d. cmalifications
3. PERFORMANCE
The performance rating in the Fitness Report, Section B
and C furnishes the basic numerical rating far the individual,
that is, how well be did the work be vas assigned to do. This
numerical rating is arrived at as indicated below end may be
adjusted by the panel, based on other information show on the
Fi Wee* Report.
=TVS B
7 - Outstanding
6 Superior
5 - liseellent
4 - Competent
3 - Acceptable
2 . Barely Adequate
1 - Unsatisfactory
SECTION C
6 - Outstanding
5 - Superior
4 Exceeds basic
requirements
10 points
9 Points
8 points
7 pOintS
6 points
4 points
2 ointe
10 points
a points
7 points
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SZ(O C
Fitness Report
ting for the indivi that
of at c,n be ted of the individual with
respect to future aesiewnt to a different, eon responsible
position. This section is the beet judgment of the Sugierriaor
in sppreising the eaDebititias and potential of the individual
in terms of elements of general applicability libieb can be
related to other positions to vbieb the individual say be
promoted. This numerical rating is arrived at as indleatsd
beim, end mey be adjusted by the panel, based on other Lamest on
shown in the Fitness Report and DiogrePhie Profile-
tatanding Degree
Above Average Degree
licesal Degree
2- Liaitsd. agree
Lease Possible Degree
te arrived at in this sec
of items rated to arrive
10 point.
8 points
6 points
1/4. points
2 points
on are added and divided
at the basic numerical
The
velue to eSency is based on the all knowledge
end skill, demonstrated ability, and personal suitability of en
individual to perform in a specific type of position. A numerical
rating of from I - 3.0 is based on the opinion of the puma as to
how well the individual will norm in the specific type of position.
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The Valifications rating is based on he in1'oruticm shown
in the biographic profile and the Mums Report. The profile
contains information pertaining to the individual's educational
background, volt experience prior to CIA, vorX experience in
CIA end erinial training. In arriving at the qualification
rating consideration is given to the individual's Unovledge and
Mall; personal suitability applicable to a specific type of
position. Work performance of the individUal and an appraisal
of his capabilities and potential is also considered. These
considerations are reasonably applied vith fairness and. equity
vitt' the intent of obtaining the highest degree of validity and
reliability possible under the circumstances. This numerical
rating la arrived at as indicated beim
Superior 10 points
Xxcellent 8 points
Very Good 7 Points
Good 6 points
Fair 5 points
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