POSITION MANAGEMENT & COMPENSATION DIVISION ANNUAL REPORT 1 JULY 1965 - 30 JUNE 1966

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000200100018-4
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 8
• Document Creation Date: December 9, 2016
• Document Release Date: December 4, 2000
• Sequence Number: 18
• Publication Date: June 30, 1966
• Content Type: PERRPT

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POSITION MANAGEMENT & COMPENSATION DIVISION
1 July 1965 - 30 June 1966
SECTION I. Major Accomplishments and Developments During Fiscal Year 1966
The objective of the Division program is to establish and maintain a
position and compensation structure which is internally consistent, competi-
tive with the Federal Government and industry, and achieves grade stability.
In attaining this objective the Division conducts surveys and makes studies
of positions and organizations, salary and wage schedules, occupational
coding, special rates, hiring rates, compensation practices, and policies
pertaining to position management and compensation.
Major accomplishments during the year included Agency-wide surveys in
headquarters and the field; maintenance of staffing complements; maintenance
of average grade and salary controls consistent with the requirements of the
Bureau of the Budget; evaluation of supergrade positions to establish
requirements; evaluation of organization and compensation structure of
proprietary organizations; studies of grade and pay practices throughout the
Government and industry.
A statistical summary of major activities is as follows:
POSITION SURVEYS AND INDIVIDUAL ACTIONS
Number Number Positions Descriptions
Organization Surveys Positions Audited Written
Workload - 257
Positions
Classified
25X9A2
Position surveys were conducted by analysis of Agency organizations to
determine effective staffing patterns and alignment, and developing documenta-
tion consistent with current functions. Numerous overseas posts as well as
headquarters components were included. Evaluation and classification were
based on various techniques including ranking, internal comparison, comparison
with standards and with positions throughout the Government and industry.
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STAFFING COMPLEMENT REVIEW AND DISTRIBUTION Workload - 147.
Organization S/C Requests S/C Changes No. Positions
DCI 26 26
DDS 121 116
DDI 73 68
DDP 162 159
DDS&T 52 50
TOTALS 434 419
The number of positions covered in Staffing Complement changes has
increased over the preceding year. However, the number of changes remains
approximately the same.
GRADE CHANGES ON STAFFING COMPLEMENTS
25X9A2
Proposed
Organization Upgradings Up railings Downgradings Net Change
+12
+73
+36
+111
+50
+282
25X9A2
The number of upgradings exceeded the downgradings considerably more than
the preceding year ( +282 in contrast to +36). In part this was due to
expanding programs. However, the increases were general throughout the Agency.
DCI
DDS
DDI
DDP
DDS&T
TOTALS
Organization
DCI
DDS
DDI
DDP
DDS&T
TOTALS
PLANNING PAPERS Workload - 11o
No. Planning Papers No. Positions
2
3
2
None
The number of planning papers has been reduced from the preceding year
since it has not been practicable to plan changes. Organizational changes
have been covered for the most part under Staffing Complement Review and
Distribution.
25X9A2
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AVERAGE GRADE MAINTENANCE
Workload - 27.
Organization
1965
1966
DCI
10.310
10.804
DDS
9.279
9.286
DDI
9.891
9.885
DDP
10.181
10.218
DDS&T
10.632
10.778
Agency
9.887
9.923
Average grade maintenance involved insuring that upgradings were
compensated for where possible by corresponding downgradings and uncompen-
sated upgradings were appropriately justified.
PAY CHANGES (Prevailing Rate Positions)
Workload - 21.
Number Changes or
hedules
S
N
No. Titles
or Rates
New Titles
ew
c
Position Category
GA
6
25
2
GP
10
47
4
LB
1
1
0
WB
5
5
1
FN
(Foreign National
and Local)
12
8
4
TOTALS
34
86
11
These changes are made at irregular intervals based on wage surveys
elsewhere in the Government or Foreign Service local changes.
POSITION STANDARDS, GRADING PLANS AND TECHNIQUES Workload - 1%
Number Positions Covered
300
Included are qualification standards and position standards where no
adequate standards existed.
EXTERNAL WAGE AND SALARY DATA Workload - 17.
Number Documents Number Wage Categories
20
Documents are published by other Government agencies and private organi-
zations. They relate to pay and personnel practices and include standards,
guides, survey reports, position descriptions, pay plans, and statistical
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SPECIAL STUDIES AND STAFF SERVICES Workload - 407.
1. A complete revision was made of the Agency Handbook of Occupational
Titles and Codes to provide for changes in titles and codes required by
continuing changes in position structure.
2. A detailed study was made of average grade controls in other agencies
of the Government and of control of GS-14's and above.
3. A study was made of hiring rates for engineering graduates, as a
result of which special advanced hiring rates (above the GSS Schedule rates)
were established.
4. A study was made of the requirements for surveying pay and compensa-
tion practices of proprietary organizations.
5. A study was made to develop an Apprentice Accreditation Program for
printing trade employees in the Agency, based on on-the-job performance,
scholastic achievement, and extracurricular courses of study.
6. A study was made of pay practices for economists in the Government,
industry, and the academic world, resulting in a determination that the Agency
was competitive in recruitment and position levels.
7. A study was made of the need for advanced pay for Photogrammetrist
positions, and a schedule was established.
8. A study was made of the pay plan, policies, and personnel practices
of a proprietary organization associated with the Agency, and a new pay
schedule and procedures were developed.
9. Advanced rate schedules were established for scientific, engineering,
and medical officer positions in the Agency to take effect on the effective
date. of the Federal Employees Salary Act of 1965.
10. A study was made of fringe benefits, practices, and pay applicable to
Agency contractors.
11. A review was made of the pay schedule for an Agency proprietary and
recommendation made on new rates.
12. Average salary limitations were developed for the Support Career
Services and the Support Grandfather Career Service.
13. A study was made of the Agency Supergrade Structure and new position
requirements were developed.
25X1A
25X1A6a
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II
15. A study and comparison was made of changes in grade levels through-
out the Federal Government in recent years, showing grade escalation.
16. A report was developed to show information required to maintain an
effective position management and compensation system.
17. A study was made of pay of clerical employees in industry as
reported by the Administrative Management Society and the Bureau of Labor
Statistics.
18. Statistics were developed on a continuing basis relating to ceiling,
grades, and staffing of components for use in the manpower control system.
FORMAL TRAINING 27
OTHER OVERHEAD - PRIMARILY LEAVE 127.
SECTION II. Objectives for Current Year and Status of Current Program
(1 July 1966 - 30 June 1967)
During the current year it is anticipated that additional surveys will
be initiated in all components of the Agency. Estimated coverage for the
current year is as follows:
Organization Numberof Positions
DDS
DDI
DDP
DDS&T
TOTAL
25X9A2
The annual review of staffing complements should equal or exceed that
for the preceding year, approximately 25X9A2
Planning Paper review may be more limited in the future, since prediction
of changes has not been practicable. Positions covered are estimated at -
25X9
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Average grade will continue to be maintained for all components of the
Agency with upgradings compensated by downgradings on a grade-by-grade basis
except where exception is justified, in order to maintain grade stability.
PAY CHANGES (Prevailing Rate Positions)
Approximately the same number is estimated as for the preceding year -
34 changes affecting 100 titles or rates.
There is continually less emphasis on this program since most evaluation
is by specialized comparison and ranking. An estimate is 3 standards
covering 300 positions.
It is estimated that the same number of documents, 20, affecting 500
position catetjories, will be acquired.
Special studies and staff services will continue to be a predominant
part of the Division work. The number cannot be estimated, but the same
proportion of time will be spent, i.e. 40?7,.
Section III. Program Outlook for Budget Year (1 July 1967 to 30 June 1968)
Surveys will continue to be directed toward the goal of effective manpower
utilization, current documentation, effective grade alignment, and general grade
stability. Volume of the activity will remain the same.
STAFFING COMPLEMENT REVIEW AND DISTRIBUTION
PLANNING PAPERS
AVERAGE GRADE MAINTENANCE
These activities are expected to continue on approximately the same scale,
in order to maintain an effective and efficient organization.
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PAY CHANGES (Prevailing Rate Positions)
This function will continue on the same scale as in the past.
POSITION STANDARDS AND GRADING PLANS
This function has reached a minimum point. It will continue on the
same scale, even though there is less emphasis than there has been in the
past.
This function will continue on the same scale as in the past, in order
to ensure that Agency pay and benefits compare favorably with the Federal
Government and private industry.
SPECIAL STUDIES AND STAFF SERVICES
This function will continue on the same scale, in view of the continuing
interest and emphasis on all aspects of compensation and position management
practices.
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