COMPETITIVE EVALUATIONS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-00693A000200010072-3
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 22, 2016
• Document Release Date: May 25, 2011
• Sequence Number: 72
• Publication Date: May 6, 1971
• Content Type: MEMO

Sanitized Copy Approved for Release 2011/05/25: CIA-RDP80-00693A000200010072-3
SECRET
MEMORANDUM FOR: Chairman, Career Service Panel/ORD
SUBJECT Competitive Evaluations
ORD-3003-71
( 7l
REFERENCES . a. Committee Report on Grade Criteria
b. Competitive Evaluation and Promotion
Actions, 30 September 1966
1. During the spring and summer of 1966, the ORD Career Service
Panel initiated several studies aimed at improving the system for
competitive evaluations and establishing grade criteria for the
various positions in ORD. The reports of two of the studies
(Reference (a) and (b)) were eventually adopted by the CSP as
guides for evaluation and promotion of technical and scientific
personnel in ORD. The following statistics reflect the application
of these two procedures in evaluating and promoting ORD personnel
since the procedures were adopted in 1966:
Individuals evaluated
Total evaluations
EVALUATIONS
TOTAL
PERCENT
A Outstanding performance.
Will advance to higher
grades well ahead of
contemporaries.
B Performance excellent.
Expected to earn promotion
ahead of contemporaries.
C Entirely satisfactory.
May be considered for
promotion with majority
of contemporaries.
D Performance adequate.
Has reached plateau and
promotion, if it occurs,
will be after majority
of contemporaries.
SECRET
GROUP i
Excluded from aafomatic
desnfiradiag and
declassilicatien
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err_arT
SUBJECT: Competitive Evaluations
EVALUATIONS (Cont'd)
W Performance less than
adequate.
N Not evaluated or evaluation
not in my records.
PROMOTIONS
Number of individuals evaluated
Number of promotion actions
Number of individuals promoted
PERCENT
2. A review of the promotion pattern, i.e., promotion date versus
rating fails to reveal much of a connection between the two; other than
that, an "A" rating is generally followed almost immediately by a pro-
motion action.
3. After reviewing the statistics of panel actions, it is difficult
to believe that there is a serious approach to competitive evaluations
or promotions. Time-in-grade is rarely mentioned. The criteria for
the grade being considered has not been brought up in several years.
Discussions usually center around the division chiefs' statements about
current assignments rather than actual overall proficiency and value
to ORD and to the Agency.
4. In view of the statistics on evaluations and observed procedures
on promotions, I wish to make the following recommendations:
a. Establish a minimum time-in-grade requirement for grades
10 through 14. A suggestion based on the current average time
(months) in grade:
MINIMUM AVERAGE
GS-10
GS-11
GS-12
GS-13
GS-14
SECRET
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SUBJECT: Competitive Evaluations
The requirement would have to have some flexibility but, basically,
an individual rated as an "A" could be promoted after he had been
in grade for the minimum period. A "C" rated individual could be
promoted around the average time-in-grade for his grade level.
b. Revise the competitive evaluation procedure to force it
into its intended use. The present procedure indicates that 66%
of those rated may be promoted before their contemporaries and
that the remainder may be promoted with the majority of their
contemporaries.
5. The attached listing shows all personnel who have been evaluated
under the current system, dates of grade, evaluations, dates of promotion
and time in grade at promotion.
A inistr tive Officer
Office of Research and Development
Attachment
Computer Listing
SFCRFT
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