CAREER PANEL PROCEDURES #2 COMPETITIVE EVALUATION RATING

• Document Type: CREST
• Collection: NGA Records (Formerly NIMA)
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78B05703A000500030013-4
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 28, 2016
• Document Release Date: December 1, 2003
• Sequence Number: 13
• Publication Date: May 7, 1970
• Content Type: MF

Approved For Release 2003/12/22: SEGTB05703A0005W030013-4
NPIC/D-132-70
7 MAY 1970
M ORM Th FOR: Chairmen, Career Panels
SUBJECT : Career Panel Procedures #2
Competitive Evaluation Rating
REFERENCE fIR 20-21, dated 30 October 1969
1. The IP Career Service comprises the total competitive area
for the promotion of members of this Career Service. Separate areas
of competition have been established within the Career Service, in
IEG, PPEBS, PSG, and TSSG, because of the different occupational
groups and functional lines of work. In accordance with CIA per-
sonnel policy, the competitive promotion evaluation of personnel in
grades GS-09 through GS-14 must be accomplished at least annually.
Groups and Staffs will be expected to follow the schedule for com-
petitive evaluation rating (CER) and promotion which was issued with
NPIC Instruction 20-2 dated 4 May 1970.
2. One of the basic objectives of the CIA personnel program is to
provide employees with opportunities for making the best use of their
training and experience, avenues for employment and advancement on
the basis of ability and performance, equitable pay, and an environment
in which they can find satisfaction in their daily work. The competitive
evaluation process is one of several career management tools available
to supervisors to aid in reaching this objective. Other means include
the use of promotions, fitness reports, quality step increases, training
and various adverse actions, all of which are related to competitive
evaluation but are intended to accomplish specific purposes.
3. An effective competitive evaluation program provides a re-
view of all career management activities and gives direction for future
career development. It requires that supervisors take the time to think
about their employees, to compare the progress and potential of in-
dividuals, and to plan for maximum benefit to the individual and the
organization. At the same time, it enables managers to provide guidance
to their first-line supervisors and to generate new ideas for the
furthering of the careers of their employees.
4. It will be the responsibility of each Career Panel to determine
the methods and procedures to be used in completing and reviewing CFR's.
Declass Reviq oObved For Release 2003/12/22 : CIA-RDP78B05703A000500030013-4
SECRET
GROUP 4 -
Excluded from automatic
dawagra/ieg and
declasawcatlsn
 Approved For Release 2003/12/22: CII$ 703A0005e0030013-4
SUBJECT: Career Panel Procedures #2'
Competitive Evaluation Rating
This will depend upon the number and type of employees being evaluated
and the functions assigned to the respective components. In any case,
emphasis must be placed on the career management and development aspects
of evaluation rather than the transitory value of the ratings themselves.
S. The following rating categories are to be used by Career Panels
in recording the results of the annual competitive promotion evaluation
of personnel in grades GS-09 through GS-14.
PR MOTION POITINTIAL
A - Deserves Promotion 1
B - Progressing, but not yet ready
C - Promotion unlikely in forsee- 2
able future
D - Defer (Indicate reason) 3
4
DEVET P ENT POTENTIAL
- Possesses leadership quali-
ties or exceptional skill
- Shows promise of leadership
or skill development
- Performance satisfactory but
development potential limited
- No development potential
6. Career Panel ratings should be consolidated for each grade
and forwarded to the Chief, Personnel Branch in the following format:
Career Panel (Group or Staff)
Competitive Promotion Evaluation
Personnel in Grade Evaluation Date
RATING
NRIE GRCUP DIVISION PF? TION DIVELO WWr
POTE'TIAL POTENTIAL
Example IEG MSD
B 1
25X1
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 Approved For Release--2O03/-12422,: CIA-RDP78B05703A000500030013-4
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 Approved For Release &IWP78BO5703AO00500030013-4
INTERIM NPIC CAREER PANEL sCHEUjLE
1970 COMPETITIVE EVALUATION AND PROMOTION
FITNESS
REPORT
REGULARLY
SCHEDULED
INTERIM PLAN
PROMOTION
DUE
RATING PANEL
1970 RATING
1
2
3
4
GS-14 to 15
JAN
JULY
30 APR
JUNE
15 JUNE-15 `T :Y
GS-13 to 14
APR
OCT
31 JAN
MARCH
15 SEPT-15 OCT
GS-12 to 13
MAY
NOV
31 JAN
APRIL
15 MAY-15 JUNE
GS-11 to 12
JAN
JULY
31 OCT
DECEMBER
GS-10 to 11
FEB
MAY
AUG
NOV
31 OCT
JAN
15,-JULY-15 AUG
GS-09 to 10
MAR
JUNE
SEPT
DEC
31 OCT
FEB
15 AUG-15 SEPT
Approved For Release 200/922 rJA-RDP78B05703A000500030013-4
Conduct April Promotion
Without Rating
Delay May Promotion
Until June
Conduct July Promotion
Wiihout Rating
Conduct May Promotion
Without Rating
Conduct June Promoti
Without Rating