INTELLIGENCE COMMUNITY NFORMATION REQUEST STAFFING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00530R000601470001-8
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 31
• Document Creation Date: December 22, 2016
• Document Release Date: August 15, 2012
• Sequence Number: 1
• Publication Date: June 26, 1987
• Content Type: MEMO

Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8 6---o 0o
ID - , ' I_ I // :'. U _ . .. ~/ G_ Id 'iY
INTELLIGENCE COMMUNITY INFORMATION
REQUEST STAFFING
Critical Skill Shortages and Retention
1. Identify your agency's five most critical skill occupations .... indicate
how such problems were addressed/resolved.
INSCOM's most critical mission occupations are Intelligence Research and
Operations Specialist (GS-132) and Security Specialist (GS-080). The most
critical support positions are Clerical positions (Secretary (GS-318) and
Clerk-Typist (GS-322) , Computer Specialist (GS-334), Logistics Specialist
(GS-346/.1670/2003) and Communications Specialist.
2. Provide attrition data....and where they go.
The loss rate data that is available is as follows:
Occupation
FY 82
FY 83 FY 84 FY 85
FY 86
FY 87
Intelligence Research/
Operations Specialist
12%
19%
20% 21%
20%
18%
Security Specialist
Clerical
unavailable
47%
32% 33%
31%
29%
Computer Specialist
13%
25%
27% 28%
29%
27%
Logistics Specialist
Communications Specialist
unavailable
unavailable
strong especially in the D.C. metropolitan area where higher grades and pay
agencies and private industry for Clerical and Computer personnel is very
The majority of the non-MICECP Intelligence Research and Operations Specialist
and Security Specialists' leave INSCOM to accept employment in other federal
,,intelligence agencies (DIA, NSA, etc.) at higher grades. For MICECPs, the
turnover is attributed to retirements. The competition with other government
are readily available. Federal clerical employees in the metropolitan D.C.
(lr.~~ with private industry. Requests for special salary rateS~fo Computer
Specialists have been made but so far disapproved by the OPM. The indication
is that Logistics and Communications Specialists also leave INSCOM for higher
grades in other parts of the federal sector.
3. Discuss hiring strategies.... Describe alternative hiring to offset
shortfall.
For the most part INSCOM "grows its own" Intelligence Specialists with
college recruiting being conducted for only about 5% of their positions. The
exception to this are active intern training and the college Cooperative
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 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
Education Program for which college students are placed into entry level GS-5
intelligence positions. Intern and cooperative education appointments are
also used to fill Computer Specialist positions and a few other support I
positions. Obtaining special salary rates for typists has improved our
ability to retain present staff. In addition, allocating a full time manpower
space to recruit, interview and place new clerical personnel has also improved
the rapidity of our clerical fill. The establishment of a temporary typing
pool of candidates awaiting clearance has met with success since this allows
us to offer temporary employment to candidates while security clearances are
processed. Temporary employment, however, does not offer health and life
insurance benefits which is a drawback for many good clerical applicants.
Even with these measures, clerical positions continue to be hard to fill.
4. Identify main recruitment sources.... Discuss capability to meet hiring
requirements. VJI;_ 1, A
a. Recruitment sources include Vacancy Announcements, Office of Personnel
Management (OPM) Registers, Career Program inventories and the De gasp
Intelli ence Special Career Automated System (DISCAS To fill Intelligence
Operations/Research positions, vacancy announcements and the DISCAS are used.
Typically, vacancy announcements for intelligence jobs yield an average of 13
highly qualified candidates from which to select. DISCAS lists for the higher
level jobs may contain 100 candidates of which only 2-3 candidates respond
interested and available, a 97% declination rate.
b. To fill the Security, ADP, Communications and Logistics positions,
vacancy announcements, OPM Registers and career program inventories are used
separately or concurrently. On the average, Vacancy Announcements (VAs)
produce 13 high quality candidates from which to select. At the GS-13 and
above levels, these jobs are required to be filled through the DA Career
Program. A typical career program list for a GS-334 ADP position produces
approximately 40 candidates from which only 20 are interested and available
for selection. A career program list for a GS-080, Security Specialist, on
the other hand produces approximately 16 candidates from which only eight are
interested and available for selection. Although the career inventory for
Security Specialists is much smaller than the ADP inventory, both have a 50%
declination rate. Positions in both of these career programs are considered
hard to fill at the mid and senior levels.
c. The career program inventories for Communications and Logistics
positions produce approximately 24 candidates of which eight are interested,
available and referred for selection. These positions are also considered
difficult to fill and when VAs are used they remain open until filled.
d. Clerical positions are almost exclusively filled through open until
filled vacancy announcements. Even so, there are usually only 2-4 candidates
in the source file to consider at any one time even though we accept any and
all applications received. If these candidates meet the basic qualifications,
they are selected to fill permanent jobs, if cleared, or placed in temporary
slots, pending security clearance.
5. Describe incentives used to attract skill people.
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 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
The incentives which are used to attract and hire critical skill employees
are special salary rates for typists in the Washington, D.C. area, advanced-
in-hire rates or appointments above the minimum (e.g., GS-12, Step 5) and in
the case of MICECPs, the payment of first duty station travel for a specified
number per year of Intelligence Operations Specialists hired in the
continental United States. The special salary rates for typists may be
applied to employees relocating from other geographic locations and from the
private sector. The payment of travel to first duty station and advanced-in-
hire salary rates are used to attract candidates from the private sector.
6. Identify major problems of competition .... provide quantitative measures.
The major competitor for critical skills needed by INSCOM is other federal
agencies, particularly other intelligence agencies (DIA, CIA, NSA, etc.).
7. Describe any cooperative efforts... .as regards hiring.
DISCAS is the only formal system through which we share potential
applicants with other intelligence agencies. The DISCAS inventory contain
candidates Lr^m within DOD who are involved in intelligence work. Of our
mission critical positions only the GS-132 and GS-334 positions could be
filled using DISCAS.
8. What is impact of pre-employment processing.... delay in offer of
employment, etc?
Security clearances extend our hiring and processi
months..: In addition, processing requests for 180 day waivers and advanced-in-
hire rates also extend the hiring time by about 45 days. As a result, many
selectees and candidates become discouraged by this lengthy processing time
and decline before or during the process to accept other employment.
9. Provide any available data on cost per hire.
Security clearances are required for all INSCOM jobs. The estimated cost
of obtaining a clearance may be as high as $2,000. There is no standard block
of training for all INSCOM hires. The courses prescribed for entry level
personnel depend on career program objectives and supervisory requirements,
taking into account the previous background and training of the new employee.
10. Identify and describe your agency's quality measure in terms of people
you have lost.
The quality of INSCOM critical skill personnel (other than clerical
personnel) is measured in terms of the level and degree of technical skills
they possess in addition to their knowledge of the intelligence community and
how the different intelligence organizations interact and operate. Generally
speaking it is these journeyman and senior level intelligence, security,
automation, logistics and communications staff members who leave to seek
igher grades and pay.
11. Compare the quality of your critical skill hires to comparable hires in
the private sector.
1>
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 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
The private sector is using the same quality measure as the federal -
intelligence community. Although no data is collected on declinations of job
offers, it is our belief that the principal reasons are length of time to
entry on duty and salary/grades.
12. Identify any major staffing problems not previously discussed.
Major staffing' problems are discussed in previous paragraphs.
13. Do you anticipate any requirements for new or significantly changed
skills .... Do you envision any problems obtaining these skills?
It is known that technical skills will become more important as advances
are made in ADP, communications and equipment.
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 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
~c P-
c-- I
Changing Staffing Levels
1. Provide end of year total' authorized and assigned strength.... 1960 to
present.
End of year strengths - INSCOM worldwide, direct and indirect hires, 1978
to present:
Year
Authorized
Actual
% of Fill
1987
2269
2226
98%
1986
2158
2037
94%
1985
2027
1977
98%
1984
2179
2081
96%
1983
2103
2012
96%
1982
2019
1936
96%
1981
2091
1953
93%
1980
2041
1967
96%
1979
2082
1921
92%
1978
2074
1919
93%
2. Provide reasons for any major increase or decrease in strength and assess
the impact on staffing program and mission accomplishment.
The strength figures reflect that the number of authorized spaces has
increased 9% from 1978 to 1987 with a 16% increase in actual staff over the
same period. Increases are attributed to expanded mission and new programs.
If this trend continues,. the demand for scarce technical skills will be even
greater in the future.
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 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
3. Discuss any significant problems faced since 1960.... assess impact of
these changes on staffing and mission accomplishment.
Advances in modern technology and changes in programs have had an impact
on staffing. The polygraph program is a recent example of a mission expansion
program which has negatively affected staffing. Polygraphers possessing the
technical testing skills and a counterintelligence background have been
difficult to find. Another mission-related specialization which has had a
negative impact on staffing is ADP security. Both examples are typical of
past impact and indicative of future trends and staffing problems.
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
 Declassified and Approved For Release 2012/08/15: CIA-RDP90-00530R000601470001-8
PROPOSED DEPARTMENT OF ARMY COVERAGE UNDER CIPMS I MARCH 1988
INSCOM
WEST
OTHER
HQ
AIA
AIA
AIA.
OTHER
FORS
DA
AMC
TOTAL
SERIES
COM
CCF
ISC
USAREUR
EUROPE
JAPAN
USARSO
AIA
ITAC
FSIC
MSIC
ICS
TRADOC
COM
MISC
DCSINT
**080
27
15
59
88
7
8
3
6
1
7
1i
5
98
137
73
18
190
743
10
-
-
10
6.
-
-
j
-
i
-
-
-
-
-
-
1
-
-
-
-
-
-
-
-
-
~
-
-
-
-
-
-
-
-
*132
526
15
-
7
53
24
4
11
5
134
9
53;
130
133
140
4
26
111
1469-
50
3
-
-
5.
2
- .
3
-
8
2
36
1
5
9
-
1
-
14
***I70
2
-
-
-
-
-
-
-
-
-
-
1.
-
-
-
-
-
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-
-
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1
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1
=
-
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T
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-
10
-
-
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12
14
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-
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-
17
10
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1
1
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3
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2
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17
9
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9
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7
1
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1
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-
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-
-
3
***260
4
-
-
-
-
-
-
-
1
-i
-
5
24
-
-
-
-
2
-
-
-
12
9
2
5
1
2
-
66
78 .
-
18
-
-
-
-
1
1
3
9
27
-
29
1
11
1
179
33
-
-
-
-
-
-
-
4
9
-
3
-
1
-
54
3
1
-
-
-
-
-
23
5
5
8
397
186
-
2
-
-
-
-
-
5
2
4
10
92
.2.
-
-
65
.1
1
1
2
26
1.
' 7
_
17
2
37
6
-
-
'
~-
7
7j
4
'
-
-
-
1
"~5
'
***334
113
5
2
1
14
2
2.
8
1
-
9
3
18
10
-
-
-
1
5
6
1
-
-
-
2 3
1.
-
-
-
-
-
-
-
-
-
-
-
-
-
-
3
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-
-
-
-
-
-
1
1'
1'
-
-
-
-
1
8
4
-
-j
'
3
-
.1
-
1
-
9
45
-
-
. -
-
-
-
-
2
1
1
1'
15
-
1
-
2
'68
344
11
-
-
-
-
-
-
-
1
1
-
4
-
1
-
1
-
.19
***345
17
-
-
-
-
-
-
-
2
3
2
8
3
-
-
-
-
-
35
23
3
26
-
-
-
-
-
-
-
-
-
3
,
-
1
-
-
-
-
-
4
351
1
-
-
-
-
-
-
-
-
-!
- i
-
-
-
-
-
356
1
-
-
-
-
-
-
-
1
-i
3
-
-
-
-
-
359,
1
-
-
-
-
-
-
-
-
-
- j
-
-
-
-
-
361
1
***391
2
-
-
-
-
-
-
-
1
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-
-
-
-
-
-
2
-
-
-
-
-
-
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-
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2
R
egistered as Intelligence Related as defined'by
'
Encl 4 The Defense Intelligence Special Career Automated System (DI
t
SCA
SCA
*- Potentially Eligible to Register in
S); ****- Poitentially Eligible to Register in
S); **#
DISCAS As Intel Related (Totals: *= 1.599: **= 404: ***= 1_5
70:
1 ****= 143: !Wage Grade= 111; Non-Wage Grade= 1,308
9.1
Declassified and Approved For Release 2012/08/15: CIA-RDP90-00530R000601470001-8
 Declassified and Approved For Release 2012/08/15: CIA-R
._.. vv~.Y
DP90-00530
R00060
14700
01-8
COMMAND
WEST
OTHER
HQ
AIA
AI
AIA
OTHER
FORS
DA
SERIES
INSCOM
COM
CCF
ISC
USAREUR
EUROPE
JAPAN
USARSO
AIA
ITAQ
FS
C
MSIC
ICS
TRADOC
COM
Misc
DCSINT
AMC
TOTAL
3
**401
-
-
5
**501.
3
-
-
-
- .
-
-
-
-
r
-'
-
-
-
-
-
2
**505
2
-
-
-
-
-
-
-
-
-
14
**510
14
2
-
7
**511
5.
-
-
-
-
29
525
28
-
-
-
-
-
-.
-
-
-
-
1
-
-
-
-
-
-
-
-
-
7
540
7
-
-
-
-
-
-
-
-
-
-
-
-
-
-
2
544
2
-
-
-
-
-
-
-
-
-
-
-
2
1
3
31
12
.
-
-
-
8
1
57
**560
27.
-
-
-
-
-
-
-
-
-
1;
,
8
18
561
9
.
-
-
-
-
-
-
-
-
-
-
-
-
-
2
599
2
-
-
-
-
'. -
-
-
-
-
;
610
4'
2
621
2
-
-
-
-
-
-
-
-
-
-
-
-
1
679
1
-
-
-
-
-
-
-
-
-
-
-
4
1
4
39
1
.
-
-
-
49
**801
-
-
-
-
-
-
-
_
-
-
-
_
1
2
802
1
-
-
-
-
-
-
-
-
-
-
1
**803
-
-
-
-
-
-
-
-
-
-
-
-i
1
-
-
-
-
-
1
809
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
2
3
**806
-
-
-
-
-
-
-
-
-
-
1
-
-
-
-
-
-
6
**810
1
-
-
-
-
-
-
-
-
-
5
-
-
-
-
-
-
-
-
1
10
**830
1'
-
-
-
-
-
-
-
-
1
7
-
-
-
-
-
4
**850
1
-
-
-
- .
-
-
-
-
-
-
-
-
2
3
8
-
104,
-
12
-
2
-
-
-
1'
1
175
**855
25
-
-
-
-
-
-
-
-
-
1
4
-
-
-
-
1
13
856
7
-
-
-
-
-
-
**858
**
-
-
_
-
-
-
-
1
1
8
-
37~
-
-
-
-
1:
-
47
861
-
-
-
2
**893
-
-
-
-
-
-
-
-
-
-
-
-
-
2
-
-!
1'
-
-
-
-
-
-
-
.
-.
-
3
**896
2
-
-
-
-
-
-
-
2
***905
1
-
-
-
-
-
-
-
-
-
-
-
-
-I
1
-
-
-
-
-
-
1
950
1
-
-
-
-
-
-
-
-
2
986
1
-
-
-
-
-
-
-
-
-
-~
1
-
-
-
-
-
8
**1001
5
-
-
-
-
-
-
-
-
-
-
1 1
2
-
-
-
-
19
**1020
5
-
-
-
-
-
-
-
-
7
-
61
1
-
-
-
-
-
-
-
1
1021
-
-
-
-
-
-
-
-
-
-
-
1;
-i
-
-
-
-
-
-
-
-
1
**1035
1
-.
-
-
-
-
-
-
-
~
-
-
-
33
**1040
20
-
-
-
-
-
-
-
-
_
3
-
-l
-
-
_
_
-
_
-
-
-
1
1046'.
**
1
-
-
-
-
-
-
-
-
4
4
;
31
- '
14
1060
3
1
4
**1071
2
-
-
-
-
-
-
~
2
12
**1082
8
-
-
-
-
-
-
-
-
9
-
5
-
6
4
8
-
-
-
-
-
.
28
**1083
-
-
-
-
7
7
3!
5 i
-
-
-
1
-
28
**1084
5
-
-
-
-
-
-
-
4
1
5
.3'
-
-
-
-
1
26
1087
.2
-
-
-
1
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
 COMMAND
SERIES
#**1102
1105
1106
**1301
**1310
1311.
**1320
**1321
**1340
**1370
1371
**1382
**1384.
1386
**1410
1411
**1412
1421
**1515
**1520
1521
1531
**1550
1601
****1654
***1670
****1701
1702
***1710
***1712
***1801
****1810.
***1910
***2001
***2003
2005
2030
2050
2091
2132
2151
2181
i
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
PROPOSED DEPARTMENT OF ARMY COVERAGE UNDER CIPMS
Al IT C
18
4
4
6
7
WEST
CON
OTHER
EUROPE
HQ
AIA
18
2
2
11
A A
F TC
AIA
MSIC
ICS
38
51
89
18
OTHER
TRADOC
FORS
COM
DA
DCSINT
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
 INSCOM
COMMAND
SERIES
WAGE GRADE
2604 4
2610 -
2805 -
3506
13
3566 18
3910
4402
4414
4417 1
4714 -
4601 -
4607
4749
4801
5703 4
5704 2
5803
6 501 3
6904. -
-6907 2
-6967. -
8852
TOTAL 1658
WEST
COM
OTHER
EUROPE
HQ
AIA
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
PROPOSED DEPARTMENT OF ARMY COVERAGE UNDER CIPMSI
AIA 11 AI.A
AIA
MSIC
,
ICS
1
3
1
1
1
3
5
1
1
.33 81 100 67 36 7 20 26 259 489 425 677
OTHER
TRADOC
FORS
COM
MISC
DA
DCSINT
245 333 80
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
TOTAL
7
11
4'
13
18
1
3
7
5
1
3
1
1
9
2
1
3
3
7
1
1
 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
CIP^3
REASONS FOR THEALEGISLATION (SECTION 1590 OF 1OUSC)
o LACK O F COMPARABILITY WITHIN INTEL COMMUNITY
o OUTDATED CLASSIFICATION STANDARDS
CONTENTS O F LEGISLATION
o ESTABLISH POSITIONS, APPOINT PERSONNEL, AND FIX
COMPENSATION WITHOUT REGARD TO CLASSIFICATION ACT
OF 1949
o FIX BASIC PAY IN RELATIONSHIP TO CORRESPONDING GS
POSITIONS AND PAY SCHEDULE
o INCLUDED WAGE GRADE (BLUE COLLAR) POSITIONS
o ESTABLISH OVERSEAS RECRUITMENT AND RETENTION
INCENTIVES
o TERMINATE WITHOUT OUTSIDE APPEAL
o REPORTS REQUIRED (JANUARY 1987 AND MARCH 1989)
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
MP yTO
?TTIMTION or
2 6 JUN 1987
MEPD RANDU M FOR: Deputy Assistant Secretary of Defense (Civilian Personnel
Policy)
SUBJECT:( Civilian Intelligence Personnel Progra
1. Reference letter, HQDA, DAMI-ZD, 1 May 1987, subject as above.
2. Referenced letter provided our initial plan of action with milestones for
implementing our new personnel system. A key threshold issue has been the
determination of employee coverage. The services recently met and agreed to
an approach to coverage that would include over 9,000 employees in the new
excepted service. Enclosure 1 summarizes coverage by series for the three
services. Enclosure 2 summarizes in more detail Army's proposed coverage,
enclosure 3 summarizes Air Force's, and enclosure 4 summarizes Navy's cover-
age.
3. The services plan to use any one of three criteria to determine inclusion.
First, all employees will be included within major commands that have a pri-
mary intelligence mission except for foreign local national and senior execu-
tive service employees. Second, employees engaged in intelligence in non-
intelligence commands will be included if they are eligible to register in
the Defense Intelligence Special Career Automated System (i.e., Intelligence
Research and Intelligence Operations Specialists). Third, employees in direct
support of intelligence in non-intelligence commands will be included at the
discretion of major commanders. This last category primarily will include
administrative and clerical positions.
4. The statistics provided in the enclosures are still approximations. The
number of employees eligible to register in DISCAS is fluid. We also do not
yet know for sure how many employees falling within the third category stated
above will be excluded by commanders. It is hoped that major commanders will
finally include most employees in direct support of intelligence efforts in
order to maintain homogeneity of civilian personnel systems within their intel-
ligence organizations. At this time we do not plan to include National Guard
technician personnel.
Encls
DEPARTMENT OF THE ARMY
OFFICE OF THE DEPUTY CHIEF OF STAFF FOR INTELLIGENCE
WASHINGTON. DC 20210.1001
J%~z~ v S
JAMES D. DAVIS
Special Assistant to the Deputy
Chief of Staff for Intelligence
CF:
DASD (Intelligence)
CNO (OP-009)
ASN (C3I)
ASN (MR & A)
A ASAF/M
~, r Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
Estimate of Service's Populations to be
Converted to Statutory Excepted Service
Series
Army
Air Force
Navy
Total
Safety
018
0
3
1
4
Security
080
708
64
67
839
Fire Protection
081
0
1
0
1
Guard
085
10
0
0
10
Gen Student Trainee
.099
6
0
0
6
Economist
110
1
0 !
0
1
Internationals Relations
131
0
1
0
1
Intel Res/Opns
132
1462
672
610
2744
Intel Clk/Asst
134
142
72
62
276
Historian
170
2
4
1
7
Psycho Tech
181
1
0
0
1
Social Worker
185 --
-0
2
0
2
Recreation Spec
188
0
3
0
3
Recreation Aide
189
0
4
0
4
Social Science Trainee
199
1
0
- 0
1
Personnel Mgmt
201
12
11 -
5
28
Civilian Per Clk
203
17
8
4
29
Military Per Clk
204
14
4
0
18
Mil Pers Spec
205 -
9
5
2
16
Pers Staffing Spec
212 .
7
3
5
15
Position Class.Spec
221
3
5
5
13
Employee Relations Spec
230
1
3
0
4
Employee Div Spec
235
3
2
0
5
EEO Spec
260
5
0
4
9
274
0
1
0
1
Gen Admire
301
57
33
23
113
Messenger
302
0
0
1
1
Misc Clerical
303
152
35
50
237
Info Receptionist
304
0
2
0
2
Mail Clerk
305
45
6
28
79
Clerk-Steno
312
8
6
0
14
Secretary-
318
305
363
-
146
814
Clerk-typist
322
111
99
19
229
Computer Operator
332
21
20
10
51
-Computer Spec
-334
170
112
- -
236
518
Computer Aide
335
22
22
6
50
Prog Mgmt
340
-- 1
0
3
4
Admire Officer
341
7
3
7
17
Support Services Admin
342
6
3
-
3
12
Mgmt Analysis
343
53 --
25
13
91
Mgmt Asst
344
15
13
8
36
Prog Analyst
345
32
80
34
146
Logistics Mgmt
346
23
47
4
74
Equipment Operator
350
3
0
1
4
Printing Clerical
351
1
1
0
2
Data Transcriber
356
2
0
0
2
Elect Aceting Mach Oper
359
1
0
0
1
--En, Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
 Declassified and Approved For Release 2012/08/15: CIA-RDP90-00530R000601470001-8
Series
Army
Air Force
Navy
Total
EEOJag'E ?
361
1
0
0
1
Comm Relay Oper
390
0
0
1
1
Comm Mgmt
391
3
11
21
35
General Comm
392
0
1
0
1
Comm Spec
393
2
7
8
17
Comm Clk
394
0
0
1
1
Gen Bio Sci
401
3
0
2
5
427
0
1
0
1
Gen Financial Mgmt
501
5
4
4
13
Financial Mgr
505
2
0
2
4
506
0
1
0
1
Accounting
510
14
2
2
18
Auditor
511
7
0
2
9
Accounting Tech
525
29
2
10
41
Cash Processing
5 30
0
1
0
1
Voucher Examiner
540
7
0
2
9
Payroll Series
544
2
0
0
2
Budget Analyst
560
45
14
35
94
Budget Asst
561
10
1
9
20
Acc Student Trainee
599
2
0
0
2
Nurse
610
4
0
0
4
Nurse Asst
621
2
0
0
2
Medical Clk
679
1
0
0
1
Industrial Hygine
690
0
45
0
45
Gen Eng
801
48
14
20
82
Eng Tech
802
2
7
1
10
Safety Engineers
803
0
0
1
1
Materials Eng
806
3
2
0
5
Architecture o
808
0
2
0
2
Civil Eng
810
6
2
1
9
Eng Drafting
818
0
24
0
24
Mech Eng
830
10
7
11
28
Nuclear Eng
840
0
2
1
3
Elec Eng
850
4
2
0
6
Electronic Eng
855
163
263
50
476
Electronics Tech
856
9
87
13
109
Bio Med Eng
8 58
1
0
0
1
Aerospace Eng
861
47
138
23
208
Nav Architect
871
0
0
5
5
Chem Engineer
893
2
2
0
4
Industrial Eng
-896
3
4
0
7
End Student Trainee
899
0
3
0
3
Lawyer
905
1
1
1
3
Paralegal
950
1
1
0
2
Legal Asst
986
1
1
0
2
Gen Art/Info
1001
6
15
3
24
Illustrator
1020
18
20
13
51
Office Drafting
1021
1
0
1
2
Public Affaris
1035
1
2
0
3
Language Spec
1040
33
21
13
67
Language Clerical
1046
1
21
1
23
Photographer
1060
14
19
26
59
Audio-Visual Prod
1071
2
0
0
2
Declassified and Approved For Release 2012/08/15: CIA-RDP90-00530R000601470001-8
 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
Title
Series
Army
Air Force
Nav
Editor
1082
8
19
5
32
Tech Writer/Editor
1083
20
18
15
53
Visual Info
1084
23
29
21
73
Editorial Asst
1087
23
26
9
58
General Contracting
1101
0
1
1
2
Contracting Spec
1102
7
26
3
36
Purchase Agent
1105
1
2
4
7
Procurement Asst
1106
4
2
0
6
Production Control
1152
0
1
0
1
Gen Physical
1301
27
10
16
53
Physicist
1310
24
30
20
74
Physical Science Tech
1311
2
5
0
7
Ceo Physicist
1313
0
10
1
11
Chemist
1320
16
11
5
32
Metallurgist
1321
1
0
1
2
Metreorologist
.
1340
2
0
1
3
Oceanographer
1360
0
0
4
4
Cartographer
1370
1
1
3
5
Carto Tech
1371
2
0
0
2
Food Tech
1382
1
0
0
1
Textile Tech
1384
1
0
0
1
Photo Tech
1386
2
1
1
4
Phy Science Trainee
1399
0
1
0
1
Librarian
1410
20
2
2
24
Lib Tech
1411
33
17
16
66
Tech Info
1412
18
51
14
83
Achives Tech
1421
2
0
0
2
Ops Res Analyst
1515
21
26
0
47
Mathmatician
1520
22
45
7
74
Math Tech
1521
1
0
0
1
Stat Asst
1531
1
0
0
1
Computer Science
1550
2
26
1
29
Facility Mgmt
1640
0
1
2
3
Printing Mgmt
1654
2
3
2
7
Equip Spec
1670
21
40
4
65
Gen Ed
1701
5
0
0
5
Ed & Trng
1702
0
1
3
4
Prof of Intel
1710
4
1
0
5
Instr of Intel
1712-
6
0
1
7
Gen Inspec,-Inves
and Compliance
1801
7
0
0
7
Gen Investigating
1810
4
1
0
5
Qual Assurance
1910
7
6
0
13
Gen Supply
2001
1
7
1
9
Supply Mgmt
2003
8
10
0
18
Supply Tech
2005
23
57
4
84
Inventory Mgmt
2010
0
38
0
38
Sales Store Clk
2091
1
0
0
1
Dist Facility Mgmt
2030
2
5
0
7
Packaging
2032
0
2
0
2
Supply Cataloging
2050
1
10
0
11
Travel Clerk
2132
3
4
2
9
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
eries Arm Air Force Navy Total
Elect H chenic
2604
4
28
0
32
Elec Dig Comp Mech
2608
0
3
0
3
Electrican
2805
0
2
0
2
Optocal Inatr Repairing
3306
0
4
0
4
Machining
3414
0
3
0
3
Laborer
3502
0
1
7
8
Student Aide
3506
13
0
0
13
Custodial
3566
18
22
0
40
Brazing & Sodering
3720
0
7
0
7
Locksmith
3817
0
0
2
2
Motion Pict Proj
3910
9
0
0
9
4120
0
2
0
2
Printing
4401
0
7
0
7
Bindery Worker
4402
1
16
0
17
Hand Composing
4403
0
1
0
1
Negative Eng
4413
0
2
0
2
Offset Photo
4414
3
5
0
8
Platemaking
4416
0
1
0
1
Offset Press Opr
4417
5
14
0
19
Wood crafting
4605
0
3
0
3
Carpentry
4607
0
5
0
5
Gen Maintenance
4701
0
1
0
1
Model Making
4714
5
1
0
6
Maintenance Mech
4749
0
3
1
4
Gardening
5003
0
2
0
2
Printing Equip Repair
5330
0
1
0
1
Indus Equip Oper
5401
0
1
0
1
Paper Pulping Mach Oper
5455
0
3
0
3
Motor Vech Opr
5703
8
1
10
19
Fork Lift
5704
2
0
0
2
Ammo
6501
3
0
0
3
Explosives
6530
0
1
0
1
Gen Warehouse
6901
0
13
0
13
Warehouse
6907
2
30
3
35
Mater Sorting & Classify
6912
0
1
0
1
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
A. DECISION RULES FOR INCLUSION WITHIN THE STATUTORY MILITARY INTELLIGENCE
EXCEPTED SERVICE
1. ALL EMPLOYEES OF THE USA INTELLIGENCE AND SECURITY COMMAND AND USA INTEL-
LIGENCE AGENCY EXCEPT LOCAL FOREIGN NATIONALS AND SES.
2. ALL GS-132, INTELLIGENCE SPECIALISTS; GS-080, SECURITY SPECIALISTS (NON-
LAW ENFORCEMENT); AND ALL GS-134, INTELLIGENCE AIDES AND EQUIVALENT SEQJRITY
AIDES ARMY-WIDE. (GS-080s WILL BE INCLUDED IF THE PREPONDERANT REASON FOR THE
ESTABLISHMENT OF THEIR POSITION RELATES TO NON-LAW ENFORCEMENT OR IF THE GRADE
CONTROLLING DUTIES ARE NON-LAW ENFORCEMENT.)
3. AT THE DISCRETION OF EACH MAJOR COMMAND, ALL OTHER SERIES THAT WORK
WITHIN ORGANIZATIONAL SEGMENTS THAT PERFORM AN INTELLIGENCE/SEQJRITY MISSION,
EXCEPT LOCAL FOREIGN NATIONALS, SES, AND NATIONAL GUARD TECHNICIAN EMPLOYEES.
B. PROPOSED IMPLEMENTATION PROCEDURE:
1. GENERAL ADVANCED WRITTEN NOTICE/EXPLANATION OF THE NEW SYSTEM TO ALL
EMPLOYEES.
2. DETAILED WRITTEN NOTICE /EXPLANATION OF THE NEW SYSTEM AND POTENTIAL
IMPACT.
3. MASS CONVERSION BY SF 50.
4. GRIEVANCE/RECLAMA.
a. GRIEVANCE RIGHTS THRU DA GRIEVANCE SYSTEM FOR INDIVIDUALS.
b. MAJOR COMMANDS WILL ENTERTAIN MANAGEMENT RECLAMAs FROM SUBORDINATE
UNITS.
C. ESTIMATE OF THOSE NOT INCLUDED. CURRENT ESTIMATE OF THOSE EMPLOYEES WHO ARE
POTENTIALLY ELIGIBLE BUT WILL NOT BE INITIALLY INCLUDED (GENERALLY CATEGORY
A3 ABOVE) IS ABOUT 300 TO 400 EMPLOYEES WIDELY SCATTERED THROUGHOUT THE
ARMY.
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
 __ Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
COMMAND
SERIES
INSCOM
WEST
COM
CCF
ISC
USAREUR
OTHER
EUROPE
JAPAN
USARSO
AIA
ITAC
FSTC
7
MISC
1
TRADOC
103
FORS
COM
137
Misc
61
DCSINT
18
AMC
190
TOTAL
708
080
27
15
59
68
7
8
3
3
1
-
-
-
-
-
-
-
-
-
-
10
085
10
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
6
099
6
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
1
110
132
1
526
-
15
-
-
-
7
-
53
-
24
-
4
-
4
5
134
93
53
263
140
4
26
111
1462
134
50
3
-
-
5
2
-
-
-
8
22
36
6
9
-
1
-
142
-
-
-
-
-
-
-
-
2
170
2
-
-
-
-
-
-
-
-
-
-
-
1
181
-
-
-
-
-
-
-
-
-
-
1
-
-
-
-
-
-
-
-
-
-
1
199
1
-
-
-
-
-
-
-
-
-
-
-
2
-
-
-
-
-
-
12
201
10
-
-
-
-
-
-
-
3
-
-
-
-
-
-
17
203
14
-
-
-
-
-
1
1
-
-
-
-
-
2
-
14
204
10
-
-
-
-
-
-
-
-
-
-
-
9
205
9
-
-
-
-
-
'
-
3
-
-
-
-
-
-
7
212
4
-
-
-
-
1
-
-
-
-
-
-
3
221
2
-
-
-
-
-
_
_
1
_
_
-
-
-
-
1
230
-
-
-
-
-
-
-
_
_
-
1
-
-
-
-
-
-
3
235
2
-
-
-
-
-
-
-
-
1
-
-
-
-
-
-
5
260
4
-
-
-
-
-
-
2
-
-
-
-
9
12
2
5
1
2
-
57
301
24
-
-
-
-
1
1
3
9
-
29
1
11
1
152
303
78
-
18
-
-
-
-
-
-
-
4
4
-
3
-
1
45
305
33
-
-
-
-
-
-
-
-
5
8
312
3
-
-
2
-
-
-
-
-
-
-
-
-
-
5
24
48
10
2
-
-
23
5
305
318
186
-
-
-
-
1
1
14
2
1
7
-
17
2
111
322
65
-
1
-
-
-
-
7
7
-
-
1
21
332
6
-
-
-
-
-
2
-
-
-
-
1
14
28
2
1
-
-
9
170
334
113
-
-
-
-
-
1
5
6
-
-
-
-
22
335
10
-
-
-
-
-
-
340
1
-
-
-
-
-
1
-
1
-
-
-
-
1
1
7
341
3
-
1
-
-
-
-
-
-
-
1
-
1
6
342
4
-
-
-
-
-
-
-
-
-
2
1
1
1
-
1
-
2
-
53
3 43
45
-
-
-
-
-
-
-
1
-
1
-
-
1
-
1
-
15
344
11
-
-
-
-
-
-
2
3
2
8
-
-
-
-
32
345
17
-
-
-
-
-
23
3 46
23
-
-
-
-
3
-
-
-
3
350
-
-
-
-
-
-
-
-
-
-
-
-
-
1
351
1
'
-
-
-
1
1
-
-
-
-
-
-
2
356
1
-
-
-
-
-
-
-
-
-
-
-
1
359
1
-
-
-
_
-
-
-
-
-
-
-
-
1
361
1
-
-
-
3
391
2
-
-
-
-
-
-
-
1
-
-
-
'
2
393
2
-
-
-
-
-
-
-
-
3
-
_
3
401
-
2
-
-
-
-
-
5
501
3
-
2
505
2
-
-
-
-
-
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
 COMMAND
WEST
OTHER
FORS
SERIES
INSCOM
COM
CCF
ISC
USAREUR
EUROPE
JAPAN
USARSO
AIA
ITAC
FSTC
MSIC
TRADOC
COM
Misc
DCSINT
AMC
TOTAL
510
14
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
14
511
5
-
-
-
-
-
-
-
-
-
-
-
-
-
-
2
-
7
525
28
-
-
-
-
-
-
-
-
-
1
-
-
-
-
-
-
29
540
7
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
7
544
2
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
2
560
27
-
-
-
-
-
-
-
2
1
3
3
-
-
-
8
1
45
561
9
-
-
-
-
-
-
-
-
-
-
1
-
-
-
-
-
10
599
2
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
2
610
4
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
4
621
2
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
2
1
679
1
-
-
-
-
-
-
-
-
-
-
4
1
4
39
-
-
-
-
-
48
801
-
-
-
-
-
-
-
-
-
-
-
-
-
1
2
802
1
-
-
-
-
-
-
-
-
-
-
-
-
1
-
-
-
-
-
2
3
806
-
-
-
-
-
-
-
-
-
5
-
-
-
-
-
-
6
810
1
-
-
-
-
-
-
-
-
1
7
-
-
-
-
-
1
10
830
1
-
-
-
-
-
-
-
4
850
855
1
25
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
2
3
28
-
104
-
2
-
-
-
-
1
1
163
856
7
-
-
-
-
-
-
-
-
-
1
-
-
-
-
-
1
9
858
-
-
-
-
-
-
-
-
-
-
-
-
-
-
1
1
8
37
-
-
-
-
-
-
-
1
-
-
1
47
861
-
-
-
-
-
-
-
-
-
-
2
-
-
-
-
-
-
2
893
-
-
-
-
-
-
-
-
-
-
1
-
-
-
-
-
3
896
2
-
-
-
-
-
-
-
-
-
-
-
-
-
1
905
1
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
1
950
1
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
1
986
1
-
-
-
-
-
-
-
-
-
-
6
1001
5
-
-
-
-
-
-
-
-
-
-
-
-
-
7
-
-
1
6
-
-
-
-
-
-
-
18
1020
5
-
-
-
-
-
-
-
1
1021
-
-
-
-
-
-
-
-
-
-
-
-
-
1
-
-
-
-
-
-
-
-
1
1035
1
-
-
-
-
-
-
-
-
-
-
-
-
13
-
-
-
-
-
-
33
1040
20
-
-
-
-
-
-
-
-
-
-
-
-
-
1
1046
1
-
-
-
-
-
-
-
-
-
-
-
4
4
3
-
-
-
-
-
14
1060
3
-
-
-
-
-
-
-
-
-
-
-
-
-
2
'1071
2
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
8
1082
8
-
-
-
-
-
-
-
-
-
-
-
-
-
9
5
6
-
-
-
-
-
20
1083
-
-
-
-
-
-
-
-
7
7
3
-
-
-
1
-
23
1084
5
-
-
-
-
-
-
-
-
4
11
5
-
-
-
-
1
23
1087
2
-
-
-
-
-
-
-
7
1102
3
-
-
-
-
-
-
-
-
1
3
-
-
-
-
-
1
1105
-
-
-
-
-
-
-
-
-
-
1
-
-
-
-
-
-
4
1106
3
-
-
-
-
-
-
-
-
-
-
-
-
-
-
24
1
-
-
-
-
-
-
-
1
-
27
1301
2
-
-
-
-
-
-
-
-
-
11
6
3
24
1310
4
-
-
-
-
-
2
2
1311
-
-
-
13
-
-
-
-
1
2
16
1320
-
-
-
-
D
-
l
ifi
d
d A
d
F
R
l
20
12/08
/15
C
IA
RD
P90
005
3OR0
006014
70001
8
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
Pro osed Department of Army coverage unaer statutor rxce Lea aeLVICC k5.;,L1 L)
ec
ass
e
an
pprove
or
e
ease
:
-
-
-
 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
Proposed Department of Army Coverage Under Statutory Excepted Service (con' t)
COM
4
13
18
9
1658 33
WEST
COM
OTHER
EUROPE
81 ' 7T- 67 36 7 7
2 25 489 2 381
3
18
12
8
11
3
4
21
COMMAND
SERIES
1321
1340
1370
1371
1382
1384
1386
1410
1411
1412
1421
1515
1520
1521
1531
1550
1654
1670
1701
1710
1712
1801
1810
1910
2001
2003
2005
2091
2030
2050
2132
2604
3506
3566
3910
4402
4414
4417
4714
5703
5704
6501
6907
rd -TA L
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
EMPLOYEE COVERAGE (NUMBER)
v
SERIES
CATEGORY
ARMY
AIRFORCE
NAVY
TOTAL
132
1462
672
610
2744
080
708
64
67
839
S 8 E
404
571
172
1147
OTHER
CAREER
PROGRAM
590
622
504
1716
ADMIN/TECH
368
484
143
995
CLERICAL
803
621
314
1738
WAGE GRADE
73
184
23
280
TOTAL
4408
3218
1833
9459
21
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
EMPLOYEE COVERAGE (PERCENTAGE)
SER 5
CATEGORY
ARMY
AIRFORCE I -NAVY
TOTAL
132
331
211
33%
297
080
161
2%
41
91
S$E
91
18%
91
12%
OTHER
CAREER
PROGRAM
14%
19%
281
18%
ADMIN/TECH
8%
1571,
8%
11%
CLERICAL
118%
19%
17%
18% 1
WAGE GRADE
2%
6%
1%
31
TOTAL
471
341
191
1001
22
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
 Declassified and Approved For Release 2012/08/15: CIA-RDP90-00530R000601470001-8
;SUMMARY OF THE PROPOSED CIVILIAN INTELLIGENCE PERSONNEL
MANAGEMENT SYSTEM (CIPMS) IN ARMY
1. Congressional Intent
Section 504 of the Intelligence Authorization Act of 1987-(PL 99-569), passed
in October 1986, authorized the Secretary of Defense to establish a separate
excepted service civilian personnel management system for the Army, Navy, and
Air Force Intelligence Communities. Section 504 delegated broad authorities.
It did not specify what would be the features of the new system other than that
they should ov9rcome the problems inherent within the existing personnel manage-
ment system. /Those problems were generally seen to stem. from a lack of compa-
rability of systems and compensation practices among the various agencies within
the Federal Intelligence Community./This lack of comparability resulted in lower
quality job applicants than desired, high personnel turnover, and excessive
interservice competition for personnel. Specifically, the Secretary of Defense
was provided broad authority to establish positions, appoint individuals, fix
compensation, and terminate employment, in very special cases, without appeal
outside the Department of Defense. These broad authorities largely parallel
those already granted CIA, NSA, and DIA.
2. Developmental Process
Upon passage of this Act, the three services established both a tri-service
Executive Steering Committee and a Working Group to plan and oversee a coordi-
nated effort to design and then implement the new system. Each service also
established service level working teams for position classification; recruitment
and placement; management-employee relations; and training, development and
career management that would design and propose their service's concepts for
the system. The Department of Army relied upon MACOM Career Program Managers
and other key careerists to staff these working teams. After each service
completed their concept design, they met in a series of tri-service meetings
to hammer out both the general outlines for the policies and principles that
had to be tri-service wide as well as those areas where each service would be
allowed to differ. The tri-service concept design has been approved by the
Deputy Chief of Staff for Intelligence (DCSINT), LTG Weinstein, has been con-
verted to a draft OSD Manual, and now awaits Secretary of Army and OSD approval
and a Department of Army implementing regulation. Efforts were taken to design
a system that would have familiar elements for supervisors and employees alike
while improving on the present personnel system by making it more flexible,
less complex, less burdened by administrative red tape, and more readily sup-
ported by line management. It should also be a system that would further civil-
lian integration within the MI Corps. Military and civilian, supervisors and
employees can expect an orientation and/or training on the new system prior to
conversion. Supervisors will have to relearn much of what they knew about per-
sonnel management and be aware of new responsibilities. MACOM Career Program
Managers will also be key players in both the conversion process and the admin-
istration of the new system. Mr. James D. Davis, the Special Assistant to the
DCSINT, has been assigned by the DCSINT to oversee the development and implemen-
tation of this system. Mr'. Richard Christensen and Ms. Sally Wagner, personnel
specialists from INSCOM, are assisting him. Ms. Wagner and Mr. Christensen can
be reached on AUTOVON 222-1262/1263 to clarify features of the concept design
or answer any questions. The Total Army Personnel Agency has also devoted a
Branch in the Program Development Division to assist this effort. Mrs. Diane
Lilienthal of that office can be reached on AUTOVON 221-9335.
Declassified and Approved For Release 2012/08/15: CIA-RDP90-00530R000601470001-8
 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
SUMMARY OF THE PROPOSED CIVILIAN INTELLIGENCE PERSONNEL
MANAGEMENT SYSTEM (CIPMS)
3. Delegation of Authority
The Secretary of Defense has: -
(a) Delegated authority to the Assistant Secretary of Defense for Command,
Control, Communications, and Intelligence (C31) to establish functional mission
requirements for the personnel system;
(b) Delegated authority to the Assistant Secretary of Defense for Force
Management and Personnel (FM&P) to approve actual personnel management policies
and procedures;
(c) Delegated authority to the Secretaries of each Military Department to
establish positions and appoint individuals, and to implement and administer
the system; and has
(d) Delegated authority to the Secretaries of each Military Department to
remove employees without appeal outside the Defense Department when in the
interests of national security.
4. Policy Development and Management
a. ASD (C31) and ASD (FM&P) will lead an Executive Steering Group with
functional service (intelligence) representation, to oversee the development
and administration of the CIPMS. The Army has served as Executive Agent rep-
representing the tri-services on that group.
b. The Services will participate on a tri-service working group to develop
policy and regulations, that will be submitted through each service's Assistant
Secretary for Manpower and Reserve Affairs, to ASP (FM&P) for final approval and
publication.
c. Within Army, the DCSINT will develop, the Deputy Chief of Staff for
Personnel (DCSPER) will review, approve, and promulgate, and the Assistant
Secretary of the Army for Manpower and Reserve Affairs will review and give final
approval to both Army level policy and policy proposed for OSD level approval.
d. The ASD (FM&P) will review, approve, and publish regulations and policy
in manual format as proposed by the tri-services. Each service will supplement
where needed and permitted by the OSD manual.
5. Personnel Management Administration and Servicing .
The CIPMS will be overseen within Army by a multi-functional service level
organization: that will develop and implement policy and procedures; perform
program evaluation; and perform liaison with both the other services, OSD, NSA,
CIA, DIA, and the competitive system. It will also develop and maintain stan-
dardized/generic task analysis based documents (job descriptions, etc); and
provide on-site training, advice and assistance. MACOM Career Program Managers
will also assist as position management and resource managers, and as subject
matter experts when developing standardized/generic personnel documents.
Local operating civilian personnel offices will continue to service the CIPM's
widely dispersed work force in one of two modes: (1) as administrators of the
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
SUMMARY OF THE PROPOSED CIVILIAN INTELLIGENCE PERSONNEL
MANAGEMENT SYSTEM (CIPMS)
process of personnel management where coverage in the CIPMS is small; or (2) as
both personnel management administrators and advisors where there is sufficient
concentration of CIPMS personnel to generate committed, personnel specialists
who are fully conversant with the system and who possess necessary clearances.
6. Employee Coverage
a. The tri-service Intelligence Community proposes to convert approximately
9,500 employees to the CIPMS. About 4,400 should be converted within Army. Any
one of three criteria are proposed to be used to determine coverage. Coverage
would be limited: (1) to employees in commands and activities that have a pri-
mary intelligence mission (such as those in the Intelligence and Security Command
or the Army Intelligence Agency); (2) to employees engaged in intelligence work
in non-intelligence commands and agencies if they are eligible to register in
the Defense Intelligence Special Career Automated System (such as those in the
GS-132, Intelligence Specialist series, and shortly those presently in the GS-
080, Security Specialist series not predominantly performing a law enforcement
function); and (3) to employees in direct support of intelligence functions in
non-intelligence commands if designated by either the Service Functional Chief
or by Major Commander's (such as Personnel Specialists, Secretaries, etc., in
such non-intelligence commands as U.S. Army Europe and the Army Materiel Command
who work in an intelligence organization such as a Deputy Chief of Staff for
Intelligence). Employees specifically excluded from coverage in the CIPMS within
Army that reside in intelligence organizations will be Senior Executive Service
employees, local foreign national employees, and national guard and reserve
technicians.
b. Employee Coverage is a very significant issue and has been controversial.
The Office of the Assistant Secretary of the Army (Manpower and Reserve Affairs)
initially believes that the best interests of the Army would be served to limit
the CIPMS to only "intelligence professionals". That office has directed that
consideration be given to including employees by series and function rather than
by organization. That office already accepts those in GS-080, 132, 134 and 1710
series working in an intelligence function, and appears favorably disposed to also
include those who perform scientific and technical intelligence functions (i.e.
engineers and scientists). The DCSINT will also reclama seeking total coverage
for INSCOM and AIA. It is vital however, that coverage be also comparable in
Air Force and Navy. It is therefore possible that OSD will largely determine
the policy on employee coverage. In any case, the ODCSINT will work closely with
the Office of the Assistant Secretary of the Army, the ODCSPER, and each MACOM
to ensure that the portion of Army's regulation on coverage will optimally bal-
ance the best interests of both the CIPMS and the existing competitive service.
7. Classification and Position Management
The tri-services will combine features of the general competitive service's,
the National Security Agency's (NSA), and the Defense Intelligence Agency's
classification and position management systems.
a. OPH's general schedule (GS) pay plan, grading structure (18 grades),
and within grade pay increase structure (10 steps) will generally be retained.
NSA's primary grading standards for supervisory and non-supervisory positions
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
SUMMARY OF THE PROPOSED CIVILIAN INTELLIGENCE PERSONNEL
MANAGEMENT SYSTEM (CIPMS)
will be adopted for all covered CIPMS positions. DIA's career ladders will be
used in combination with a management to budget oriented cost control system to
manage position structures and cost growth.
b. A "grade banding" feature will be overlaid on the primary classifica-
tion standards as a mechanism to: promote general grade alignment between and
among the services, as the first step for managers to focus on the several major
career bands in preparation for possible later pay banding; and as a point of
interface between classification and career development programs. Bands will
be determined separately for professional/administrative'two grade interval,
technical/assistant one grade interval, and clerical lines of work or "career
paths". Each band within a career path will contain two or more grades grouped
to reflect a general career level such as entry, journeyman, expert, or senior
expert levels.
c. These career paths and grade bands will become a framework for estab-
lishing "carer ladders" for specific specialties. These career ladders will fit
within the appropriate career path model but will be modified to reflect actual
grading practices within Army. Use of career ladder diagrams to assist in clas-
sification is a feature adopted from DIA.
d. New position titles will often be established for intelligence and se-
curity specialties. There may also be a combination of those two specialties
into a general intelligence series to promote greater professionalism and better
mirror the military personnel management structure. Otherwise, position titles
and series will generally remain the same as for competitive service positions.
e. Supplemental occupational guides will be developed for intelligence
and security ("mission") specialties that will control series coverage and titling'
practices. Guides may be written for any mission speciality with enough popula-
tion to justify the effort. The guides will also contain both descriptions of
common work levels (grade bands) and grade levels to assist managers in the clas-
sification process. Series coverage, titling practices, and grade determinations,
would still be obtained from OPM classification standards for most other lines of
work ("support series") until or unless these supplemental occupational guides
are published for them.
f. Short standardized and/or generic position descriptions will be eventu-
ally written for each career ladder and grade level within each major command
or installation with the key determinations coded on the descriptions to allow
for later computerization. This approach will substantially reduce the adminis-
trative burden on line supervisors and promote equity.within commands as well
as prepare for a future "paperless" personnel system.
g. Classification authority will be delegated through major commanders to
commanders or activity heads for redelegation to top line managers with budget
authority. Classification authority may likely be retained by the civilian
personnel office only where specifically approved by a MACOM. MACOM Intelligence
and Security Career Program Managers will become position management officers for
all covered positions within their command and will also oversee the management
to budget process.
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
SUMMARY OF THE PROPOSED CIVILIAN INTELLIGENCE PERSONNEL
MANAGEMENT SYSTEM (CIPMS)
h. "Impact of the Person on the Job" or "Rank in Person" will be institu-
tionalized as an option for all lines of work to ensure that the total worth of
any position and its incumbent can be recognized in the classification process.
Such control mechanisms as management review boards may be established to -period-
ically review nominations and recommend promotions to top management based on ser-
vice and command established criteria.
i. "Dual track" career ladders will also be promoted for all lines of work
to ensure, within reasonable limits, that progression to the highest grades in a
job specialty, will not solely be through supervisory jobs.
j. Classification appeals will be limited to the functional management chain
of command up to a final service level decision from the DCSINT. The Office of
Personnel Management will not have classification oversight over the CIPMS.
8. Recruitment and Retention
Army's implementation of the CIPMS will reflect many of the goals set by the DA
Civilian Personnel Modernization Study for the larger competitive service.
Army's CIPMS should increase flexibilities for managers assuring them the degree
of control they need to properly exercise their responsibilities.
a. OPM's qualification standards (i.e.,-X-118) will continue to be used
but only as a guide. "Time in grade" and "years of service" will normally not
be used as arbitrary qualification screens. Instead, a careful review of an
applicant's documented qualifications will be compared with the actual require-
ments of the position developed in a short written crediting plan. Affirmative
action should be promoted by removal of these "barriers" to the selection, pro-
motion or reassignment of many minorities and women.
b. As a statutory excepted service program,' direct hire authority will be
exercised for all positions. Referral lists will be obtained from either the
Defense Intelligence Special Career Automated System (DISCAS), on a courtesy
basis from Army level career programs, or from local merit promotion procedures.
A supplemental "skills bank" or other referral mechanism is planned to refer
outside applications within Army's intelligence and security community when they
cannot be used locally.
c. Delegations of personnel authorities will also be granted to the local
commander whenever possible to give commanders direct responsibility for their
personnel programs. Departmental level approvals will be expedited when approv-
al at that level is required.
d. Supervisors will be trained to negotiate with prospective employees on
"recruitment and rentention compensation" that could include advanced in-hire
rates, first duty station travel, relocation expenses, "signing bonuses", etc,
to fill either "hard to fill positions" or to obtain superior candidates.
. e. "Conditions of Employment" will be institutionalized in regulation as a
separate aspect of personnel management and will cover such topics as security
clearances; polygraph, urinanalysis and medical examinations; mandatory mobil-
ity; mandatory length of overseas tours; etc. Major commanders will be dele-
gated authority to impose or recommend imposition of any or all of these
Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
 Declassified and Approved For Release 2012/08/15: CIA-RDP90-0053OR000601470001-8
SUMMARY OF THE PROPOSED CIVILIAN INTELLIGENCE PERSONNEL
MANAGEMENT SYSTEM (CIPMS)
requirements on either a specific position or a class of positions where a
clear need can be demonstrated.
f. Employees entering CIPMS will be hired under or converted to a statutory
excepted service appointment that will not earn competitive status for the com-
petitive system. Employees already possessing "personal" competitive status in
the competitive service will, of course, retain that status and be able to exer-
cise it, if and when, they seek later employment in the competitive system.
9. Career Management
DISCAS and the Intelligence Career Development Program (ICDP) should grow into
,the dominant referral and career management system within the CIPMS. Within
Army, the new Army Civilian Training, Education, and Development System (ACTEDS)
will be blended with the ICDP to ensure connectivity with both the excepted ser-
vice (ICDP) and the Army's competitive service career management system (ACTEDS).
a. DISCAS coverage will be expanded to include non-law enforcement Security
Specialists, GS-080 and Cryptological positions. At a later time coverage will
be further expanded to include all present two grade interval series to both
ensure an effective data base for manpower planning, and to promote movement
between services among "support" professionals (personnelists, logisticians, re-
source managers, etc). Employees will be first automatically included based
on entry into the CIPMS from existing personnel data and then be required to
file periodic updates to provide data otherwise not available, such as previous
experience, training, education, mobility, etc.
b. DISCAS will be utilized more and more as a major referral source but not
as a sole source within the intelligence community. Although presently a man-
datory system at GS-13 and above, DISCAS will experiment with various approaches
to required levels of referral for GS-132 and Scientific and Technical positions.
Local management will be largely responsible for determining areas of considera-
tion and for ensuring support for "corporate" affirmative action and career
management goals and objectives.
c. Each position in DISCAS will be coded during the classification process
as to function and specialty for manpower planning, program evaluation, and to
better determine needed competencies when management announces vacancies and
when employees register for referral consideration.
d. Specializations with significant populations will be identified and
subject matter experts appointed to develop career ladders (general progres-
sion paths), required competencies, and accompanying essential, desirable, and
developmental training and experience requirements. Once identified, required
competencies will become the core mandatory and desirable qualification require-
ments used in standardized crediting plans to screen and rank candidates. This
should ensure a steady and directed growth in professionalism throughout the
CIPMS as well as ease the administrative burden on line managers and servicing
civilian personnel offices.
e. Employees with personal competitive service career status in series
covered by other Army career programs than intelligence and security (support
professions) will be encouraged to maintain their registration in those career
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SUMMARY OF THE PROPOSED CIVILIAN INTELLIGENCE PERSONNEL
MANAGEMENT SYSTEM (CIPMS)
programs voluntarily and pursue those program's. recommended training and develop-
ment opportunities. Additional training and development to achieve career
management objectives of the intelligence community will be overlaid on existing
Army career program objectives, when necessary.
f. Interns and executive development are planned to be centrally managed
with the goal of steady growth for both programs. There will be, in addition,
a renewed emphasis on supervisory/managerial development utilizing the leader-
ship training being developed within ACTEDS for all of Army.
g. Army's existing training and development programs will be utilized for
non-career program (i.e., one grade interval and wage grade lines of work)
excepted service employees. These programs coupled with greater flexibility
in.assessing qualifications for developmental assignments should open up new
opportunities for wage grade, clerical, and technician/assistant personnel
within the CIPMS.
h. Existing competitive service training policies will be utilized by
the CIPMS in most cases.
10. Performance Management.
The CIPMS will heavily rely on performance based basic pay adjustments and cash
awards to reward, and motivate employees.
a. Upon conversion to the statutory excepted service present Performance
Management and Recognition System (GM) employees will be converted to the GS.
system. The GM system will not be used within the CIPMS.
b. Each service will initially utilize their'present performance appraisal
system for competitive service GS employees except that "mechanical" determina-
tions of overall adjectival ratings will be discouraged. Supervisors will be
permitted to assign the most equitable rating. A study is planned, however, to
propose a tri-service unique excepted service appraisal system. In any case,
standardized or generic performance standards will be developed for many special-
izations, allowing managers and employees the ability to adopt or adapt "perfor-
mance contracts" from off-the-shelf that will be equitable for their specialty
throughout the Army. These standardized or generic performance standards will
also "link back" to standardized/generic position descriptions, training plans,
and crediting plans to assure consistency and uniformly promote functional career
management objectives.
c. Existing monetary award devices, such as quality step increases, sus-
tained superior performance awards, special act or service awards, etc, will be
utilized to promote "pay for performance". Most existing competitive service
restrictions on usage will, however, be dropped in favor of "manage to budget"
type organizational controls to permit greater flexibility and equity in deter-
mining monetary compensation.
d. Although recent performance will be a significant consideration in de-
termining monetary compensation, managers will not be limited under the CIPMS
from considering such other factors as present compensation, past awards, past
performance, employee objectives and motivators, organizational budgets, etc.
Managers will also not be required to link a recent performance rating with any
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SUMMARY OF THE PROPOSED CIVILIAN INTELLIGENCE PERSONNEL
MANAGEMEI' SYSTEM (CIPMS)
level or type of compensation or recognition but may choose to let the rating,
even an exceptional rating, speak for itself.
e. The existing comparability increase program used by the competitive
service will be adopted by the CIPMS. CIPMS must retain the 10 step within
grade system but the services will explore alternative methods of administering
this system to further promote the principle of pay for performance.
11. Special Termination Authority.
A unique feature of the CIPMS will be the provision to remove employees without
appeal outside the Department of Defense, when.in the interests of the United
States, and when other removal provisions are not in the interest of national
security. This authority is designed to be utilized rarely only when an employ-
ee's conduct or performance warrants, when national security considerations
apply (when there is a reasonable possibility for compromise of intelligence
methods, means, sources, etc, if reviewed on appeal outside the Department),
and when an employee is not being accused of espionage. (Other long standing
provisions exist to speedily removed those accused of espionage). Full due
process rights will be afforded employees whose removal are processed under this
new authority to include the right to appeal a removal but only to the Secretary
of Defense.
12. Adverse Actions and Grievances.
Adverse actions and employee grievamces over personnel actions will be unchanged
by the CIPMS except in those rare termination cases cited in paragraph 11 above.
All excepted service employees, however, who are not veterans preference eligi-
bles are already restricted from appealing to the Merit Systems Protection Board
and must grieve adverse actions through Army's Grievance System.
13. Military Intelligence (MI) Corps
Professional Army employees in two grade interval series engaged in intelligence
functions within the CIPMS belong to the MI Corps. The MI Corps is part of
the overall regimental concept being integrated within the Army structure. It
reflects a need to foster "branch" or "corps" identity and loyalty regardless
of assigned organization or job. The MI Corps will foster identity and loyalty
through publications, through the war-kings of the ICDP career management system
that directs and molds career development, and through the CIPMS itself that
will compensate those making a long-term commitment to 'the Corps. .
14. Employee Benefit Programs.
Life and health insurance, unemployment compensation, and retirement programs
will not be changed by the CIPMS. Service obtained in both the competitive and
excepted services is creditable for these programs.
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U'~~ , L I f/V1> ' 44 1 'I71*1 jlz.
-%
DEPARTMENT OF THE ARMY
OFFICE OF THE ASSISTANT SECRETARY
WASHINGTON. DC 20310-0103
l:4 Fri ~b
MEMORANDUM THRU DIRECTOR OF THE ARMY STAFF
FOR DEPUTY CHIEF OF STAFF FOR INTELLIGENCE
SUBJECT: Civilian Intelligence Personnel Management System (CIPMS)
Employee Coverage
Reference memorandum, DCSINT, 21 March 1988, subject as above
(Tab A).
I met with Jim Davis and determined that initial CIPMS coverage
within the Army will be as follows:
a. Any position classified under the General Schedule in the
following series: 080, 086, 132, 134, 135, 1710, 1712.
- b. Al, scientific and technical positions engaged in-targeting and/
or the-engineering, physical, or technical sciences in an inzelligence
function, which are assigned to an organizational component performing an
intelligence function.
c. Any other position where responsibilities and duties are such as
to render the incumbent eligible for registration in the DISCAS under the
registration criteria in effect on 1 January 1988.
d. Any other professional, administrative, or clerical position, in
which the incumbent primarily performs intelligence-related duties and
responsibilities in direct support of a position described in a.
In the first year CIPMS may be applied only to positions in categor-
ies a. and b. After the first year, a study should be made to deter-
mine whether and to what extent, positions in categories c. and d. should
also be included in CIPMS coverage.
Take action to assure the DOD CIPMS policy manual is consistent with
the foregoing, and that each Service is permitted to structure their CIPMS
to meet their needs as deemed appropriate-
-Delbert L. Spurlock, Jr.
-Delbert
Assistant Secretary of the Army
(Manpower and Reserve Affairs)
Enclosure
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