BUREAU OF INTELLIGENCE AND RESEARCH

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00530R000300440007-9
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 4
• Document Creation Date: December 27, 2016
• Document Release Date: February 28, 2013
• Sequence Number: 7
• Publication Date: February 1, 1988
• Content Type: MISC

--' Declassified and Approved For Release 2013/02/28: CIA-RDP9F00530R000300440007-9
DEPARTMENT OF STATE
BUREAU OF INTELLIGENCE AND RESEARCH
Request for Data
February 1988
A
L-1
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INDEX
I. ORGANIZATION AND STAFFING
1. Agency Mission
2. Major Organizational Components of Agency (Bureau)
3. Authorized Civilian Personnel Strength
4. Major Occupational or Career Fields
5. Personnel Office and functions
6. Delegation of personnel authority to managers
II. LEGAL BASIS FOR PERSONNEL PROGRAM
7. Citation and brief descriptions of laws other than
Title V
8. Citations and descriptions of authorizing and/or
controllings regulations from higher level authority
9. Citations external to the agency applicable to the
personnel program
III. MAJOR ISSUES/PROBLEMS IN THE AGENCY PERSONNEL PROGRAM
10. Current major issues and problems in agency personnel
program
.11. Identify controlling law or regulation considered
significant factors in the issues described above
IV. STATUTORY CHANGES IN THE PERSONNEL PROGRAMS SINCE 1978
12. Citation and date of law enacted since 1978 which
has significantly impacted the personnel program
13. Describe problems addressed by law - nature of change
and brief evaluation of effect on personnel program
V. STATUTORY CHANGES REQUESTED SINCE 1978 FOR PERSONNEL PROGRAM
BUT NOT SECURED
14. Describe any unsuccessful legislative efforts since
1978.
15. Indicate an assessment of reasons for failure and
if legislation is still considered to be needed
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VI. REGULATORY CHANGES IN PERSONNEL PROGRAM REQUESTED FROM
HIGHER AUTHORITY SINCE 1978
16. Provide information on any regulatory change requested
by the agency since 1978
17. Describe problems to be adddressed by requested change,
the regulation affected, the change requested, the year,
and whether the change was approved.
18. If change was approved, provide evaluation of effect
of change on the personnel program
19. If change was not approved, describe reasons
for disapproval and whether change is still needed
VII. CHANGES CONSIDERED TO BE NEEDED IN CONTROLLING PERSONNEL
LAW AND/OR REGULATION
20. Describe any changes, not previous discussed as needed
in current personnel law or regulation, nature of change
reason change is needed and status of change.
VIII. SIGNIFICANT CHANGES MADE IN PERSONNEL PROGRAM WITHIN
EXISTING AUTHORITIES.
21. Provide information on significant personnel program
change implemented in the agency since 1978 to meet
personnel program in the agency.
The Department of State implemented according to OPM
guidance and regulation the required changes to be in
compliance with the Civil Service Reform Act.
IX. SIGNIFICANT CHANGES CONSIDERED NEED IN PERSONNEL PROGRAM
AND WHICH CAN BE MADE WITHIN EXISTING AUTHORITIES BUT ARE BEING
DELAYED BY THE 1988 APPROPRIATION ACTION CONFERENCE REPORT
LANGUAGE
This category does not apply to the Department of State,
Bureau of Intelligence and Research.
X. RECRUITING AND RETAINING PERSONS WITH CRITICAL SKILLS
23. Indicate if agency is currently experiencing difficulty
or has experienced difficulty in recent years with certain
specialist categories.
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24. Indicate if agency is currently experiencing difficulty
or has experienced difficulty recruiting and retaining
for other occupations significant to the mission of the
agency.
25. For each occupation listed in 23 and 24 provide certain
information.
XI. ADDRESSING THE FUTURE
26. Describe workforce changes anticipated in the next
5 to 10 years.
27. Is there a long range workforce plan for the
organization. Identify the responsible person
in the agency.
XII. COMPETITION BETWEEN IC AGENCIES IN PERSONNEL PROGRAMS
28. Identify any area in personnel program where agency
believes it is significantly disadvantaged vis a vis
other IC agencies because of different personnel
policies.
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