DATA PROCESSING PERSONNEL PROBLEM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84-00780R001300030006-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 5
• Document Creation Date: December 14, 2016
• Document Release Date: July 18, 2002
• Sequence Number: 6
• Publication Date: April 5, 1966
• Content Type: MF

Approved For Release 2003/04/ :-i. t L,DP84-00780R001300030006-~-
DD/S REGISTRY
FILE J 4!
.'N 1966
MEMORANDUM FOR: Deputy Director for Support
SUBJECT : Data Processing Personnel Problem
1. Attached are two documents for your information.
2. The Chief, Position Management and Compensation
Division prepared a study of computer activities in
the Agency, with comparisons elsewhere in Government
and industry. The total study is in Mr.
hands to use in the work of the committee you propose.
The attached papers are the covering memorandum and
Tab A of the PMCD study.
3. The study is an excellent starting point for
the committee's work and its conclusions and recommen-
dations may be but an anticipation of the committee's
findings.
Deputy Director of Personnel
Attachments: A/S
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25X1
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-I APR 1966
MEMORANDUM FOR: Deputy Director of Personnel
SUBJECT Computer Activities
1. In response to your inquiry as to comparability and current
status of the Agency computer activity, in terms of position allocations,
personnel, attrition, recruitment, and competitive position in-house,
between agencies, and with industry, we have compiled the attached data.
From this data we can draw the following general conclusions:
a. Within the Agency we have position grade allocation balance.
b. We are competitive with other agencies, and have a relatively
low attrition rate.
c. At present we can compete in lower and middle range with
industry, using in some cases the advanced rates for critical
categories.
d. In the lower and sub-middle levels of recruitment for
programers (nonscientific) our demand for college graduates should
be modified to permit entrance of outstanding high school and/or
technical school graduates.
e. Console operator trainees and EAM type personnel from high
school and technical school sources should be sufficient in terms
of qualifications.
f. Greater effort should be made in-house to obtain from Agency
components persons trained and experienced in 0 & M, planning,
research, analysis, etc. activities who might be interested in and
suitable for systems analyst jobs.
g. Within the Agency each computer activity is a separate
entity in all aspects of personnel management.
2. It is recommended that consideration be given to the following:
a. Establish a single career service for computer personnel
within the Agency.
b. Set standard promotion time-in-grade criteria, and entrance
levels.
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c. Provide for full rotation, reassignment, and promotion
opportunities among the several computer organizations, regardless
of Directorate.
d. Examine qualifications requirements to determine where
college graduates, technical school graduates (2 years) or less,
high school graduates, or less could be utilized.
e. Initiate in-house solicitation of personnel for programing
and systems analyst openings. This would apply to surplus personnel,
to those faced with lower grade assignments due to loss of functions,
and to those who desire to advance to higher grade levels but are
stymied in their present job.
f. Review job structuring to see if additional positions at
lower levels and with lower qualifications requirements could be
utilized effectively.
25X1
Chief, Position ManaVement (5- o ensation Division
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COMMENTS AND OBSERVATIONS
1. Salary and other administrative data was obtained from telephone
contacts and personal visits with representative Federal agencies and
industry sources. In addition, pertinent information was available in
salary surveys published by the American Management Association and the
System Development Corporation.
2. The prevailing salaries in industry at all levels of work for
computer programers (business applications) are slightly higher than
Agency salary levels. The use of advanced in-hiring rates for business
programers should be considered in the event of an unsuccessful recruit-
ment effort at present salary levels, or a sharp increase in attrition.
3. The grade and salary structure for scientific programers
(mathematicians) and systems analysts in major ADP installations of
the Agency is substantially competitive with prevailing salaries for
counterpart positions in industry and other Federal agencies.
4. Industry salaries for computer operators at journeyman and
higher levels are substantially higher than counterpart levels in the
Agency. The recruitment and retention of computer operators poses no
major problem in the Agency; therefore, advanced in-hiring rates are
not recommended at this time.
5. Industry salaries nation-wide for tabulator operators(EAM)
have a substantial competitive advantage over grade levels established
for counterpart positions in the Agency. However, no evidence exists
of large-scale losses to industry of Agency EAM operators. Therefore,
advanced in-hiring rates are not recommended at this time for this
occupation.
6. Industry median salaries in the East for business and scientific
programers in a research activity are slightly higher than the national
median salary for such positions. The use of advanced step rates through
GS-11 for scientific programers in the Agency prevents any salary lag.
7. With the exception of OCS, the attrition rate for computer
programers and systems analysts during calendar year 1965 was normal.
The resignation of programer/analyst employees from OCS was due primarily
to (a) lack of rapport between management and the worker level, (b)
phase-out of a pioneer computer system (RCA 501), and (c) preference
given to college trained employees for promotions.
8. The one-grade promotion policy as it affects data processing
personnel through GS-il places the Agency at a competitive disadvantage
in relation to current promotion practices in other Federal agencies
and in industry. The time-in-grade requirement for one grade promotions
should be reduced uniformly from one year to six months in all ADP
installations of the Agency through GS-11 for programers, mathematicians,
and systems analysts.
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9. The data processing centers of the Agency are mutually exclusive
in terms of utilization of personnel resources. Thus, disparities in
rate of advancement, training, and career development are apparent. A
top management study should be conducted to determine the feasibility
of a single career service for data processing personnel which would
permit cross training and assignment on a variety of computer systems,
and uniform promotion and hiring practices.
10. Established grade levels for data processing positions are
generally uniform among the several components of the Agency having
a sizeable ADP and/or EAM activity. The absence of a GS-09 Senior
Computer Operator level in RI Division/ADP Branch is a noteworthy
exception.
11. In summary, problems encountered in the Agency recruitment
and retention of data processing personnel are not caused by conservative
grade patterns, but rather, could stem from hiring and promotion policies
that are not competitive with industry and other Federal agencies.
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