TASK FORCE ON PERSONNEL RECORDS - - FINDINGS AND RECOMMENDATIONS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000200030005-6
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 20
• Document Creation Date: December 9, 2016
• Document Release Date: June 27, 2001
• Sequence Number: 5
• Publication Date: July 23, 1964
• Content Type: MF

Approved For'Release 2001/08/07 : CIA-RDP80-018261 000200030005-6
1W 1W ff_M_W_WW M. L
23 July 1961
MU?1ORAi )1iv1 FOR: Chief, Plans and Review Staff
SUBJECT . Task Force on Personnel Records -- Findings and Recorueru~.:tions
1. The Task Force on Personnel records has completed a review of
the personnel records system. The review covered all but one of t':e areas
which were outlined in its initial charter. Within that brows frataewori.,
the Task Force directed its main effort toward the thia6s whi.c.i warranted
imnediate attention. Therefore, these findings and recarmiendations relate:.
a. to fundamental concepts and responsibilities for the
production and maintenance of personnel records; and,
to priorities among the basic items which should form
the core of a central records system maintained through
up-to-date techniques for storage and retrieval. In
conducting the review, the Task Force purposely avoided
any consideration of specific technicalities of input
and maintenance.
2. The Task Force identified the following characteristics of the
personnel records system as warranting primary attention:
a. The lack of clear concepts of the basic purpose and
objective of the personnel records system as a tool
of personnel management, and of the role of the
Director of Personnel as the keeper of official per-
sonnel records.
b. Confusion as to the meaning of records of authorized
positions and as to the use of the position structure.
to record essential information concerning the de-
ployment and utilization of staff personnel.
c. The lack of a positive sense of purpose among those
who are involved in the production and maintenance
of records of personnel assignments and of a clear
delineation of their respective, responsibilities in
this area.
d. Vagueness as to relative priorities among those basic
items of staff personnel information which ought to be
maintained centrally in an automated system but under
the substantive control of the Director of Personnel.
5. Tabs A through C amplify the findings and present the recommendations
of the Task Force regarding the areas outlined above. While the Task Force
was not always ur zimous in its view, this report toe. a consensus
NO CHAoNiG IN CLASS.
D CEGLAS:'3;R ;J
Approved For Releas 0- 0;.~8,26RQO.Q2dQfl3iQOQS_
'N. -116 MEN ~' 16%K%2
X 29 2
 Approved For Release 2001/08/07 CIA-RDP80-01826R000200030005-6
!0#fF9~EM~1+41
SUBJECT: Task Force on Personnel Records -- Findings and Recommendations
of the opinions of its members. The Task Force believes sincerely that
these findings identify serious deficiencies in current record keeping
practices and that purposeful implementation of these reconsaendations will
improve this Agency's capacity to manage its personnel resources intelligently.
4. Tab D covers Task Force activity concerning the reports aspect
of personnel records and the Chain='e recommendations for further action
in this area.
5. The Task Force worked hard to overcome serious problems of
conzni.cation which plagued all of its efforts. The nature of this
difficulty is common. It might be described as a veneer of apparent
understanding and agreement as to basic principles of personnel ranoae-
ment at the conversational level. This veneer masks a hodge-pod;;;e of
more or loos incompatible concepts and interpretations of policy and
program objectives at deeper levels of consideration. Frequently, it
was necessary for the Task Force to struggle through semantic differences
and focus on basic issues in order to clarify areas of agreement or dis-
agreement. Therefore, although these findings contain familiar phrases,
they represent a depth of conviction which warrants their being given
serious consideration.
6. In essence, the Task Force is recommending:
a. development throughout the Agency of a deeper understanding
of the inherent importance of reliable information (intelligence,
if you will) in personnel records; ,
b. more purposeful and conscientious implementation of existing
programs which are well designed to supply the i.irds of per-
sonnel information of interest to management; and,
o. that care be taken in the further automation of personnel
records to ensure that first attention goes to the input
of basic items of information and to the programing of
reports which are of first priority from the viewpoint of
personnel management.
7. As a by-product of this review, it is worth observing that the
problems of communication which the Task Force faced are indications of more
fundamental problems involving:
a. the failure of the Agency, so far, to clearly define
personnel policy and program objectives; and,
b. the fact that Agency regulations generally understate the
role of the Director of Personnel in relation to what the
Agency really expects him to
Approved For Release 1826R000200030005-6
 Approved For Release 2001/08/07 : CIA-RDP80-01826R000200030005-6
The Purpose of the Personnel Records System
and the Role of the Director of Personnel as Record Keeper
OBJECTIVE
The objective of the Task Force, as initially stated, was to pool
the Imowledge of a representative coup of thoroughly experienced personnel
officers, in reviewing the conceptual basis of the personnel records system
with the aim of defining:
1. the essential purposes which the Agency's central records
of personnel are expected to serve; and,
2. the role of the Director of Personnel in relation to the
Heads of Career Services, and the other Operating Officials
who are involved in the production, maintenance and
dissemination of personnel record information.
FII+~IIIG,S
1. The Taal: Force is unanimous in the opinion that the Agency
fails to recognize adequately the inherent importance and
potential usefulness of valid official records of personnel
aasi cents. The members are all quite familiar with concepts
and practices which have tended to ignore the value of accurate
records, per se, and have denied the importance of efforts to
account accurately for the deployment of staff personnel.
Nowhere, for example, do Agency regulations state the objective
of maintaining official records which are accurate and poten-
tially useful. Likewise, there is no clear statement of the
division of responsibility for establishing and maintaining
official personnel records. General practice over the years
Approved For Release 2001/08/07 : CIA-RDP80-01826R000200030005-6
 Approved Fq Re A-4DP80-018 000200030005-6
TAB A (2)
has been to reward those in the record process who were clever
in manipulating official records so as to circumvent the
application of ceiling and budgetary controls.
2. The Task Force reached the following conclusions concerning
the purposes and objectives of the personnel records system
and the role of the Director of Personnel as keeper of official
personnel records:
a. The Purpose of the Personnel Records System
The essential purpose of the personnel reconla system is
to make available to management that basic information
which will enable the Agency to nariage its personnel
resources intelligently and to satisfy and protect
employee interests. All who use this information should
do so with confidence that the output of the system is
sufficiently valid and current to be.useful. Although
various management elements are interested in reports of
different combinations of items of personnel information,
there is no appreciable difference in the basic items
which the system must contain in order to meet their
respective needs.
b. Categories of Personnel Record Information
In order to facilitate its own deliberations, the Task
Force identified four primary categories of information
within the personnel records system:
(1) Requirements Information - Information about the
Agency's requiremenes for peoppplle~e. These items
VIS needs for
ApproveQfFo~ '950'I~t8IA P80 07826R0 00030005-6
2
 Approved For Rele "W"11-1111110-1,119 ONO m Ito-01826R000200030005-6
TAW N"we TAB A (3)
personal services, as recorded in the budget and
in gross ceiling allotments, into qualitative
definitions of requirements for staff personnel which
are meaningful in the recruitment and management of
people.
(2) Status Information - Information about an individual's
employment relationship with the Agency which, for
staff personnel, includes his identification with
a particular career service and a particular position.
(3) C zalifications Information - Information about the
experience, skills, abilities, preferences, aptitudes,
interests, and other attributes of employees including
significant items of evaluative information such as test
results and fitness reports.
(k) Personal Information - Information which is primarily
of interest to the Agency as it-concerns employees
personalty, as individuals.
d. Positions as Controls
(1)
Positions are refinements of personnel ceiling allotments.
They provide additional qualitative information which
is essential if the efficiency of personnel utilization
is to be considered in connection with the management
of personnel strength. It is essential to decide
precisely which activities are to be increased or
decreased in order to control personnel strength
intelligently based upon knowledge of what kinds
of people are surplus or are in short supply.
Approved For Release 2001/08/07 CIA-RDP80-01826R000200030005-6
aim
 Approved Felea W0-0188000200030005-6
T BA (1F)
(2) An authorized (planned) position ought to be the
statement of an established requirement for the
full-time services of one employee; and, the title,
service designation, grade level, and location of
the requirement should be interpeeted literaIly
as they are stated in the position record.
(3) Although it takes some time to translate ceiling
changes into modifications of the position structure,
this loss of time is not serious. It takes far longer
to actually bring about any significant change in
the size of the work force.
(4) Now that top management has tied the nBnber of
positions closely to ceiling throughout the Agency,
there is no appreciable difference between the
strength levels represented by allocated ceilings
and by the aggregate of authorized positions in the
various components.
(5) The aggregate of positions in any component or
career service should represent the current staffing
plans for that element for the foreseeable future,
and should be used both to control and to appraise
personnel management in the element concerned.
Approved For Release 2001/08/07 4CIA-RDP80`1826R000200030005-6
 Approved Fc a 80-018268000200030005-6
V -1-NO-16 VW'" PM
I-aw
TAT;A })
d. The Director of i'crsonnel as Record hecpor
(1) The Director of Personnel tm st bear s,ibstn_ntive
responsibilit;,- for adrlinLictcring the personnel
records system.
(2) He bears full responsibility for items of status
information. The meaning of items in the requirements
category and the qualifications category, and the
meaning of inter-relationships between such items,
is the very essence of the personnel ft action. No
matter how the role of the Director of ersonnel
is defined, his effectiveness will depend heavily
upon the validity of iterw in these categories.
This would be the case even if his sole function
was to keep records and to respond to requests
for specific information. He authenticates items
of requirements information and has a substantive
interest in the significance and validity of those
qualifications items which he maintains. When he
authenticates the identification of an individual
with a particular position, he establishes a
relationship between the qualifications its which
pertain to the individuazl anal the qualitative
requirements of the position. It would be un-
reasonable for him to knowingly establish such a
record which was potentially useless or misleading.
Approved For Release 2001/08/05: CIA-RDP80-01826R000200030005-6
 Approved For Release 2001/08/07 : CIA-RDP80-01826R000200030005-6
-" AL
TAB A (05)
c. The Validity of Record Itcus
In order to maintain the validity of record itet..s within
reasonable lir:Lits, the Director of Personnel rust:
(1) Identify the basic itei:ua of inforttat ion which ought
to be included in the personnel records system.
(2) Establish an order of priority anonc these items to
ensure that the system operates to put first things
first.
(3) Establish a responsible source for each item to be
recorded. Each such point of respoisibility ouwht
to be compatible with the allocation of other
responsibilities for personnel n .naCei..ert. Whenever
practicable, it should also coincide with the last
point in the sequence of points of substantive interest
and authority for specific action in the matter concerned.
(k) Determine the kind of documentation, if an;.y, which is
necessary to introduce each item into the records system
and how long any such documentation should be retained
in the system.
(5) Establish controls to ensure thtt the input of record
items is timely; and, as appropriate, schedules for
reviewing; and up-dating specific items of record.
(6) Introduce into the personnel records systan only such
items as are valid and potentially useful.
(7) Conduct periodic audits of items of requirements
information and status information.
Approved For Release 2001/08/07 : CIA-RDP80-01826R000200030005-6
6
 Approved F eleas DP80-018 %R000200039M5A6 (7)
(8) Operate a program to encourage employees periodically
to up-date appropriate items of qualifications and
personal information.
EEMMTDATI OITS
1. The Task Force recommends that Agency regulations be modified, as
appropriate, to:
a. include a statement which would establish the maintenance
of valid personnel records as a policy objective of the Agency
and as a functional responsibility of the Director of Personnel;
b. include a statement of the policy objective that ohcn es in
official records of personnel assignments should be timed, in-
so-far as possible, to coincide with actual changes in the
assignment status of the individuals concerned;
c. establish clearly the policy that the structure of planned
positions is the mechanism for monitoring overall staff
personnel strength and for controlling the deployment
of staff personnel within the Agency.
d. make clear the positive requirement for recording development
complement assignments whenever an etxployee is in a non-
duty status for longer than 30 days.
2. The Task Force also recommends that the Division Chiefs in the
Office of Personnel review the activities of their components
and collaborate in planning necessary action to accomplish the
program changes which are indicated by these findings.
Approved For Release 2001/08/07: CIA-RDP80-01826R000200030005-6
C~~
 Approved For Release 2001/08/07 : CIA-RDP80-01826R000200030005-6
TAB B
The Meaning of Authorized Positions and
Records of Personnel Aasigents.
OBJECTIVE
The initial statement of the purpose of the Task Force included the
objective of establishing "relative priorities for reporting and for main-
taining the current accuracy of specific items of personnel information."
FINDINGS
1. Early in its deliberations, the Task Force members recognized
that generally, and even among themselveapthere was confusion
as to the meaning of records of authorized positions and as to
the use of the position structure to record basic information
concerning the deployment and utilization of staff personnel.
They also recognized the general absence of a positive sense of
the purpose of official records among those who produce and
maintain records of personnel assignments'. There is a lack
of clear delineation of the respective responsibilities of
those who are involved in this area.
2. Records of Position Assignments
a. As'indicated in Tab A, the Task Force agreed that position
records ought to be the basic mechanism for transmitting
essential information concerning valid requirements for
staff personnel.
b. The Task Force was also unanimous in the opinion that
assigment records are a major source of inaccuracies in
official personnel records. Further, the reasons for
'making individual. position assignments in CIA are not
Approved For Release 2001/08/07 : CIA-RDP80-01826R000200030005-6 r_.
P~^L1! 111/?LITt A 1
 Approved FoRelease P80-0182000200030005-6
TAB B (2)
necessarily the some as those which apply in the corpetitive
civil service. Therefore, it is essential for this Agency to:
(1) establish its purpose in assigning individual staff
employees to specific positions, if this practice is
to continue; and,
(2) define the meaning of the records of ouch assir nrnents
when they have been authenticated t aid incorporated into
the personnel records system.
c. Some members of the Task Force felt strongly that an effort
should be made to maintain official records which would
provide more precise and detailed information about the
whereabouts and activities of employees than'could possibly
be obtained through records of position assignments. However,
there was no agreement among those who held this belief as
to the degree of detail which should be sought.
3. The Ylegi!IM of a Position Assi snt
a. After very thorough consideration of this problem, all members
of the Task Force agreed that the Agency should continue the
practice of assigning employees to specific positions. There
is also agreement that, as a matter of record information, the
fact that an employee is identified officially with a particu-
lar position is intended to mean that he is:
(1) under the command of the element indicated (Office,
Headquarters Ranch, Field Station and Base,
Approved For Release 2001/08/07 : CIA-RDP80-01826R000200030005-6
 Approved FeleascZOblllgl~MA-RDP80-018UR000200030005-6
TAB B (3)
25X1A or, in the case of assignment to a
Development Complement, the Career Service concerned);
(2) at the geographic location indicated (country, city code);
and,
(3) performing at his grade level the duties which are
covered by the service designation and title of the
position.
b. The Task Force also agreed unanimously that, as a matter of
principle, changes in the official record of position assign-
ments ought to be timed to coincide with the events which
they represent.
RECOMUIDATIOTN
The Task Force recoearnends that the Director of Personnel conduct a
program of training and indoctrination to ensure that the above concept of
the meaning of records of personnel assignments is understood by Personnel
Officers and their superiors throughout the Agency.
Approved For Release 2001/08/07 CIA-RDP80-01826R000200030005-6
 Approved For Release 2001/08/07: CIA-RDP80-01826R000200030005-6
TAB C
The Identification of Essential Record
Items and their Sources
OBJECTIVE
The initial outline for Task Force action included the objective of re-
viewing "needs for the use of records on personnel and positions in order to
establish priorities and controls for the production and maintenance of specific
items of record information." As a matter of prime importance, the Task Force
decided to identify only those record items pertaining to staff positions and to
staff personnel:
a. for which the Director of Personnel is substantively responsible; and,
b. which must be maintained centrally in a manner which makes them
readily retrievable in any desired combination.
FINDI11GS
1. In identifying personnel record items, it was relatively easy to iso-
late items in the "requirements" and "status" categories. However,
it was much more difficult to keep a clear. distinction between the
"personal" and "qualifications" categories. The Task Force concluded,
that the value of maintaining this distinction was insufficient to
justify the effort to do so. It also became apparent that the number
of items which could be included in these latter categories was almost
endless. Therefore, the Task Force decided to limit its concern in
these areas to items essential to the personnel records system in sup-
port of personnel management objectives. Among all of the items listed,
the Task Force believes that the ten requirements items, the eighteen
status items, and the first seven personal and qualifications items are
essential. It would give equal and slightly lower priority to the rest
of the items in the latter category. These "items" are only intended to
ide tp 70 aM$
vPe 8kas 0T[of _infipn_
USTU 7 ?: 'R 80,-PAVMM66O&M% f all of
 Approved F*&Releas URDP80-018g(R0002001A0A5f~ )
these items is relatively small, their content varies fray ncie
units of information to more cor,:plex combinations of in; orr tion .
The content of items of the latter type will require further definition
in more detail in order to code than for processin3. It will also be
necessary to analyze the potential variability of all items in order
to deal with them in an automated records system.
2. The Task Force believes that the basic items of information which it
has identified must be recorded and maintained properly in order to
make the personnel records system effective. This ought to be accom-
plished before consideration is given to the addition of other items
to the system.
3. In showing sources for record items, it was the aim of the Task Force:
a. to identify the particular element (or elements) within the
Office of Personnel which ought to carry substantive responsi-
bility for introducing the item into the central records system; and,
b. to identify the point (or points) outside the Office of Personnel
which ought to be responsible for accurate and timely information
on the item concerned.
4. The Task Force followed the principle that the points of responsibility
for information on record items ought to be compatible with the alloca-
tion of responsibilities for other aspects of personnel management.
Whenever practicable, such points should also coincide with the last
point of substantive interest and authority for the matter concerned.
5?
The primary significance of this identification of sources is in the
category of status information where the Task Force recorriiends, in many
cases, that the Office of Personnel look to Career Service Heads for
up-to-date and accurate information on the whereabouts and activities bel of A rovea or FQelease OU b~1 7 $eCIA-RDP80-01826800020003 0 5i6ves that
2
 Approved F Relea A-RDP80-018 000200030801 (3)
our whole system of personnel management supports the determination that
the career services should properly be held responsible for having and
for providing up-to-date information concerning the items indicated.
RECOMN52iDATIONS
The Task Force recommends:
a. that first priority be given to the automation of records per-
taining to the items of information which are listed below; and,
b. that the Director of Personnel hold those elements, which are
shown as sources, fully responsible for the validity of official
records concerning the items indicated. (The Task Force believes
that this action would require no change in regulations and that
the objective can be accomplished through appropriate indoctrination
of Personnel Officers and their superiors.)
RD;Ufl I2 TS fl FORMATION
Item
1. Position Number
2. Most Recent Date of Authentication
3. Organization (Office H s. Branch, Field
Station, Base,
4. Geographic location (country, city code)
5. Service Designation
6. Schedule (WB, GP, GS, SPS, Army, AF, etc.)
7. Grade or Rank
8. Occupational Title and Code
9. Organizational Title (Thru Base and Branch)
10. Planned Incumbency
Source
Op. Official--SWD
Op. Official--SWD
Op. Official--SWD
Op. Official--SWD
CS Head--Op. Official--SWD
CS Head--Op. Official--SWD
CS Head--Op. Official--SWD
Op. Official--SWD
Op. Official--SWD
CS Head--Op. Official--SWD
Approved For Release 2001/08/07 : CIA-RDP80-01826R000200030005-6
L
 Approved FQ&,ReleaseQ kDP80-O1848?R00020003~.U5~ (4)
STATUS INFORMATION
Item
Source
1.
Type of employment and effective date (Career
Provisional) Career, Reserve, Temporary
Detail and including NTE as appropriatef
CS Head- -POD/CSPD/IOM
2.
Erployee SD and effective date
CS Head- -POD/CSPD/MZ9D
3?
Full or part time or WAE (including NTE as
appropriate)
CS Head--POD/CSPD/MMPD
4.
Employee Salary Schedule (WB, GP, GS, SPS,
Army, AF, etc.)
CS Head--POD/CSPD/bD
5.
Employee Grade or Rank and Effective Date
CS Headd--POD/CSPD/WPD
6.
Employee Salary Step and Effective Date
Supervisor--POD
7.
Military Furlough and Effective Date
Employee--POD
8.
Category for release of information
Op. Official
9.
Veteran's preference
Employee--POD
10.
LCD
11.
SCD
12.
Retirement Coverage (type)
POD/MMPD
13.
Type of Retirement under a Federal Retire-
ment System
Employee-POD
14+.
Spgcial Training Status (WT'S, LOTS, COTS)
CS Head--OTR--POD
15.
Number of Assigned Position and Effective Date
CS Head--POD/CSPD/M- MPD
16.
Organizational Location of Assigned Position
CS Head--POD/CSPD/MMPD
17.
PRA's (reason and expiration date)
CS Head--POD/CSPD/MMPI)
*16.
Separation Items and Effective Date
* A sub-coimiittee under the Chief, Outplacement Branch, is reviewing the
identification of items to be included in the central record after a staff
employee leaves the Agency. Chief, Outplacement will report on this to
Chief, POD.
Approved For Release 2001/08/07 : CIA-RDP80-01826R000200030005-6
 Approved for Release -RDP80-Ol-W6R000200030 -9
(5 )
PERSONAL AND QUALIFICiCIONS INFORMATION
Type
source
1.
Employee Serial Number
POD
2.
Social Security Number
Employee--POD
Employee--POD
3.
Name (True or Pseudonym)
Employee--POD
k.
Residence
Employee--POD
5.
Date of Birth
Employee--POD
6.
Sex
7
Citizenship (Year Naturalized; State, if
.
Employee--POD
by Birth)
Employee--POD
8.
Religion
Employee--POD
9.
Race
10.
Marital Status (Single, Married, Divorced, etc
Employee--POD
11
Spouse (Sex, DOB, Citizenship, Race,
.
Occupational Status)
Employee--POD
12.
Foreign Relatives (Country)
Employee--POD
13.
Dependents (Sex, Citizenship)
Employee--POD
11+.
Emergency Addressee and Address
Employee--POD
15.
Special Interests (Hobbies) Avocations, Sports)
Employee--POD
16
Education (Degrees - When and Where Acquired,
.
Schools Attended and Dates, Courses)
Employee--POD
17.
CIA Sponsored Training (Significant Courses
and Dates)
18
Pre-CIA Employment Including Federal Service
.
(Employer, Type of Work, Salary)
Employee--POD
19.
Military Service (Where, What, Grade)
Employee--POD
20.
Military Training
Employee--POD
21.
Reserve Military Status
Employee--MMPD
Employee--POD
22.
Draft Status
Employee--POD
23.
Publications
Employee--POD
21+.
Patents
Employee--POD/BSD
25.
Awards
26.
Language Skills (Claimed and tested)
Employee--OTR/POD
27.
Area Knowledge (How, When and Where Acquired)
Employee--POD
28.
Fitness Reports (Type, date and overall rating)
Op. Official--POD
*MMPD as af J , or Release 2001/08/07: SIA-RDP80-01826R000200030005-6
 Approved For Release 2001/08/07 : CIA-RDP80-01826R000200030005-6
C1llii,~NTIAL
REPORTS
OBJECTIVE
The final objective of the Task Force, as initially outlined, was to
"review the purposes to be served by the dissemination of reports of personnel
record information and plan a coherent and economical system of reports to
provide useful and timely information for purposes of personnel planning,
accounting, management and control." The aim here was to reduce regular
reports to the essential minimum in order to enable the system to respond
more quickly to requests for a greater variety of special reports. The
following steps were outlined:
1. Determine the particular combinations of record items which
together will produce a meaningful system bf reports.
2. Establish economical schedules for issuing those reports which
need regular dissemination.
3. Identify those reports which should be pi ogransned. so as to be
produced readily on call.
FINDINGS
The Task Force made several attempts to deal with the question of reports
as outlined above. Most of the members of the'group agreed that this was an
essential aspect of the study of the personnel records system. However, the
group as a whole found itself unable to focus on the problem effectively because
some members could not accept the task as outlined and some others became con-
vinced that they lacked sufficient knowledge to make a worthwhile contribution
in this area.
Approved For Release JJJJ1RJJQJ -RDP80-01826R000200030005-6
CONFIVERITNE
 Approved For Release 2 0 P80-018268000200030005-6
TAB D (2)
OBSERVATIONS
1. The Chairman has no doubt that considerable benefit can be gained
from a fresh and. objective look at our reporting practices. This
is not to denigrate what is being done in this area now, nor to
invite debate about how these practices came into being. It is
evident that diligent effort over the years to respond to the expressed
needs of users of personnel record information has produced a report-
ing capability which, as far as the Chairman knows, is unsurpassed in
scope and detail. However, it is equally evident that the concepts
and practices which evolved in this fashion are not designed to pro-
duce an economical and cohesive system of complementary reports.
Under these circumstances, a great deal of manpower is consumed within
various elements of the Office of Personnel in the production of
reports.
2. The inability of the Task Force to cope with this problem has
strengthened the Chairman's conviction that a careful re-appraisal
of the underlying concepts and objectives of our reporting activities
is in order. Such a review would provide the basis for designing an
economical system of reports which would be suitable for implementa-
tion through the application of sophisticated EDP techniques.
RECCM,IENDATI S
The Chairman recommends:
1. That this Task Force be disbanded with the submission of this report
and with the understanding that another working group will be formed
Approved For Release 2001/08/07 : CIA-RDP80-01826R000200030005-6
,jaw" L
 Approved F2elease 2001/081 RDP80-018M000200030005-6
a D (3)
c'it'y LIo o ccitic took of rrvic its ; peroorxe] rcp rtir4-, ;:xtivit:ies.
Chief, IOD 8nd Chief, WD concur in this course of action.)
2. That appropriate representatives of Bi'A4, MI, DDP and DDS&T be
invited to participate in develoaing a basic system of personnel
reports in accordance with the Taasl: Force objectives oriL,r ina_lly
outlined..
Approved For Release 2001/08/07 : Cl -RDP80-01826R000200030005-6
~1 III a~AL