QUESTIONS REGARDING PANEL C

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP81-00142R000400110004-5
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 84
• Document Creation Date: December 9, 2016
• Document Release Date: July 10, 2001
• Sequence Number: 4
• Publication Date: July 17, 1978
• Content Type: MF

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.4EMORANL.... FOR: All Panel C Mer:bcrs
25X1 A FROM
Deputy Director of Corlrtunic: tic.ls
SUBJECT Questions Regarding Panel C !C'
(C) .rl a recent meeting with
L
of Panel raised numerous questions that are f: uerti
as;---d by .7anel C -;iembers. I asked that oui~s
o
be bmitTed in writing so that t e iss t : es r11 as_ u
:udied fully and responded accordingly.
#:.t:.rched __ a ii: of the Questie:.s as subr;iitt ai-
D;;?,Ut'
At- tachme t .
Stated
Dist.rjbutj n:
Or_ gina1
L
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1 . (U/AIUO) Why have :e (Panel C) coy: i. u.~usly, over
r r ~
the last 10 years received differin outloo viewpoints on
the future of Panel C when we were caret;' counseled?
Invariably, this supposedly professional advice differed,
depending on one's location or assignn;ent at the ;:.ire, when
given by overseas area headquarters (predominately Panel T') ,
(predominately Panel C) and staff members associated
with the Office of the Director of Communications.
A. The future of Panel C as reflected
in counseling to individual ?,ambers contains
the counselor's evaluation of the potential
of the Panel and the individual. It is not
unusual for this to vary with t_rme, place
and the individual counselee and counselor.
2. (U/AIUO) Why has Panel C been gradually and sot what
discretely phased out, even though the D/CO at his last
briefing to Panel C in the Headquarters auditoria: intimated
that Commo could ill-afford the loss of 2-3 hundred Panel C
personnel and they still had and wore making a valuable
contribution to the Office of Communications? Did. our
Director mean only those slots or positions tl:: 'c T panel did
not wish to acquire such as the non-sapervisory or non-
promotablc positions?
A. Recruitment was stopped in 196S.
Various policy statements since that time have
clearly indicated the need for Panel C
careerists to realize skills with current
needs. In 1977 the Director of Communications
announced the intent to, male greater use of the
skills of Panel C. This announced policy change
has the effect of broadening job opportunities
for present members of Panel C who wish to take
advantage of those opportunities. The majority
of Panel careerists on duty in 1968 have taken
advantage of career enhancing opportunities.
3. (U/AIUO) During this ongoing phase-out of Panel C,
what. pretext was used with the agency WAGE and CLASSI,~:ICATIOX
board to justify the conversion c L C. panel slots to T panel`'
There `,Jti s no requirement to send or receivc .tors code. W'r
was the beard given as an alternative future career for Pan e!
C, now slotted against. Panel T slots'?
A. No pretext has been used to justify the
conversion of Panel C slots to Panel T. In 1974
OP/PMCD prepared a plan for restoring ::mobility
to all OC operator positions. The plan called
for reCltsSifying, Upgrading and CGnve:ting Panel C
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Approved FQr~Release 20Lq 02-C -RDP8,1-0014~2R00Q4g0110 -5 PL k- c-,111t:c of nts o~ converted positions :cro and
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arc regu:i.red to moot Panel T skill and
re e ts.
mobility reC1 1 71
4. (U/P TJ,J10) what special capabilities do T panel
r,ci-,.bcrs have that would enable thorn to do a better ob
A. The, are mobile. They arc also provided the
opportunity to have some good assignments to go
along with the bad assignments.
b. (U/AITJO) i1.iost C panel members rwaited patiently in
line for many .-cars for the promotable slots (9, 10, 11 12)
to open so there -?rould be a chance for promotion. During this
period, they gave their all and were the stablizing factor in
0C. They served in both domestic and foreign assignments.
when these slots were vacated, were .they converted to
panel without even the courtesy of a chance for C panel to
c cerLp e t e ?
A. The question reflects a sense of possession
of given slots by a given panel. A skills mix is
necessary to maintain the ability to perform the
m?. _ss;ior. and function of the Office. With the
increasin technological emphasis within t}.e Office
a
it was decided that an appropriate skills mix
,,would call for more Panel T positions than Panel C.
5. C U/lk TUO) When Panel C members were offered the
opportuni y to switch panels , hy were they not allo-o:ed
to conpetc fairly in their nc., panel? After the first
operators graduated from school in their newly acquired panel,
i-emo. a_ndums wore dispatched to field eler e is directing
these stations/areas to discount the fact than these people
-night nave 5-15 years communications experience as Panel C.
T Right
OICs supervisors in the -'Meld equate a C panel
member with 10 or more years experience , who sw ached panels,
to a now radio operator who has 'ust FOD'd. F'I: in answer
to your recurring question, WNY DON'T THEY SWITCH",
you haven't offered them anything. !1s matter of fact, you
have taken away everything C panel 'bad, a chance to compete,
a future in DC, a pat on the back for a job well done, pride
.:-ace to enhance their aclvarncement in OC :.~ ouch
.- iiable to other NON-C panel members of nC.
thin; they have left is "PRIDE T\ O`'E' S SELF" and this
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cannot be Men away bocaUSO So:';wt' :":.,v there is even :: rCin`,'.?-
!pride in losing.
A. Converted members i o.:i panel C ''' ..
off.- , Cr
ered the opportunity to aonyete fairly within
Panel T on the basis of common skills. Fifty-si.\
of sixty-three transferees to Panel T from 1971
through 1976 have, been promote! since or concurrent
with their transfer. The files of thy Panel C
convertees were not closed upon their conversion
and their past Panel C experience was not disco: ;:ted.
7. (U/AIUO) We are not against amalgamation, bu we
are against giving up everything we have worked so had no
attain. This includeq uprooting our families and our hoses
!just to open up a slot in Headquarters for T panel. in the CC
master plan, C panel Was first forced into the position of
almost permanent head quarters Signal Center residency and
now the decision is tq, take this away also. Where do we
go from here and how I "uch looger will we be allowed t; hang
around and to o our handouts? What has PANEL" set as
the extinction date far PANEL C?
A. The intent is to avoid ,rooting personnel
who do not wish to become mobile . Inasmuch as
mobility is a nedd of the Office, it is also the
intent to provide a better uro::.ot.ion rate for
personnel possessing mobility- than for those who not.
CU/A1UO) C Panel has been largo!; rcSpolsibla Or
the conversion, planning and instal ?- en of systems Lee?
agency co:r_mu: ic'itions In step with the new era of au4iv;llatio
Ii
Even today, the majority of this e:: ertise lies withi'1 fiat
is left of Panel C. these new :netho 's of co? : unicatici s
whether satellite or gther media, arc so complicated and
complex they must be automated. Now, after waiting pa i-?nt'
for 10 years for a chance to advance (as pay menu for I::ectin
this new chal1e ige) this chance has been indiscriminately
snatched from our gasp by allowing T panel to come into
the senior slots without having to compete for them. Were
these people told to forget their pro': ious experience and
shirt at the bottom as C panel was told when they werc
invited to switch to T, panel? No, they were not pona.i:ed.
As a matter of ,fact, they were given promotable slots and T
panel supervisors were trained by C panel operatcrs in < rery
facility. Why has ,T panel not given the same invitation!''
opportunity to start at the bot tor.t?
A. The question is incorrect. The planning
for new systems As done cutside by a mix
of panel careerists. Operational support to
major Headquarters systems was obviously provide::
by mostly Panel C careerists as was the implement__-
tion of Hon-Headquarters systems done by non-Pang C
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career i sts . anel C did pr;.:' do the bulk of
the Automation Specialists ti,._` curly
year not because of some pc~l.I? i :r c h naticn
of skills, but as t ho res e.i . deliberate
i , C
CI~.,Citil0I1 by '.::ana~;eT;felt to Panel
.,
careerists an additional opportunity to : o:rc
into new skill areas. There is nochin peculiar
about the operation of automate:: systems and
the record shows that both Panel C cl T careerists
can quickly master their intricacies through
on-the-job training. The fact is that Panel T
Personnel, due solely to their greater :Nobility
and not to some unusual combination of shills,
can operate these new systems anywhere, not just
in Headquarters.
9. (U,/AIUO) In order to address a morale -problem
relating to lack of domestic assignments for T 1'ane1
members, Zhy must it be at the exclusive expe~ se of C panel?
A. The question is incorrect. As stated
so many times, the conversicn of Panel C positions
is in response to skills and mobility needs of the
Office. Any Panel T morale spinoff in terms of
domestic assignment opportunities is just thhat, spinoff.
10. (U/AIUV) If it is the policy', of tee vin tto iade out
the C panel , why not declare an early out ret1reme? t io those
eligible, regardless of GS Srade? No one : ..ts future :ii2:
no advancement is possible.) Why i ;as the early out policy
i.immited to only GS-12 and 13?
A. The early out retirement policy has
ii-:sited to grades GS-12 and GS-13 because ...'Lose
rare graIc the r Jr 7t'l the e levels in the ~._ico of 1' Co-mtnicu.c.,.~s
t;~
_
:.hat had more people than positions any lack of
promotional headroom. OC is not overs:rengtih, but
we do have skills imbalance. We need more -people
who have the skills and willingness to serve in a
variety of jobs and locations around the world an
fei~er who will serve only in a domestic a.ssignmen::.
la . (U/AIUO) What is the Office of C-Lnications' policy
present/tuturo relating to C panel? ,,'ill a definitive policy
be put in i%-riting?
A. es, prior to 1 August 19%S. The DDA
has approved ::Ile creation ol: a new operator panel
to reelect current and future needs and the
concurrent abolition of Panel T and C.
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12. C[1/AlU3) h1?h}' the
ffered ".ay'uc promotions if
Overseas but not as a CTR) an
slot? How can this type offer
was thiS?
toi, twee men on tau
took t'_ ini:_ a
passible? e
A. The question is not correct. The trut`:
is that on 21 Cct ber 1977 the Career Sub-Group
voted unan, mously to promote only in those panels,
where there was positive has droom. At that time
Panel C lva, ov.ers;renth and no promotions could
be effected, .for teas any positive Panel C headroo.
foreseen ip, the near future. To achieve some
sharing of promotions while conforming to the
CSB headroom guidelines and the D/CO cross - assiannent
progtam objectives, CND proposed, subject to
D/CO approval, promotions against Panel T hcad.roo,
for the t.~p top ranked Panel C members at the CS- #'
GS-10 and CS--11 l9vels, provided the individuals
were wil,lil,g to receive training and co nvler t to
Panel T stiitu5,. tour of the si:x Panel C'ers
interviewed said No th ,shit youtihe fifth said
"Yes, but it's blackmail!"; the sixth said "Yes !'
The D/CC did not pprove the prcposal.
13. (U/AIUC) We have heard that various C"!ii pe~_a?_ ha, e
said Panel "C" is 4cadl NO promotions ! j'?ho made this -lecisic ?
f we are a dead panel why arc grades on the upper le
still t::a
be d" If we are dead `e `
t, lot's St;1L:: so and
pro r action and see l:here we stand. 'Iorale is a t
x garaless of what. is said. Ask anyon who has no ho , or
chance of a promotion and is a good orker. Tr the C S
and 9 level.
A. As stated,,. before, Panel C has bee-
s t a c, a
ti
" " panel s i
ce 1968 when recruitment into
the panel taws discontinued. Since then Panel C
population has dropped from 450 plus to 216, the
latter including .uto Specialists . rom 197 4
through 1976 Pane. C enjoyed a higher overall
year by year promotion rate than Panel T, while
Panel T ha a higher promotion rate in 1972 and
1975. Fir tares prior to 1972 are not avaavailable.
Pane.. C promotions during the 18 month period
pre cedh ng J L111 19'' S were not good. Reiss OChi
2 0 . 2 0 1 . I t Ilea ; ly stags that. ? omotio s in
OC arc to be pr:ar led to the most au llificJ.,
not the most ;atim nt , most senior, most suffering
or most anytih.ng t
14. (U/AIUO) Why is an employe held in grades ccs
without a review oz the problem and no assistance sucr_ a -z t
provided minorities
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This question imulies
be made on the 1)asis : i seniority
to r
than n: erit. This is not C l , :)irl'G`G?
nor \ cncy policy.
15. (u/AIUO) Why do we not use a point system to
list personnel for consideration of aromotion, trailing,
assignment , etc.? Achievements, education and awards
would ;:Isar. soi-Iething then.
A. A point system tends by its very nature
to reward seniority. There are .-:any systems
that could be used, all of which have their
inherent faults.
1.6. (U/AlUO) ;That is the total number of CT' /C slots
regaining? Request the slots be listed by grade and location.
A. There are currently 16a Panel C positions
and 138 Panel C members Cexcluding Automation
Specialists). Most of th positions from GS-OS
through GS-13 are located in the - Headquarters 25X1A
facility. There follows a Jren 'k%.oi,`n of those
positions outside the fieadquart:,rs facility.
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17. ( / `,IUO) Why doe, the ,NCO make ever effort w.
visit overseas posts for ,orals an i other reasons and fa
the '-IQs area circulates a cassat n tape of to State
.
speech rather n an delivering it ne' _?sc;.'
the Office t
The D/CC and his staff are in Headquarters
almost continuousl` Every employee it Iicedquarter5
has access to the n/CO and 'his staff on a personal
basis. This is P/CO' policy. The same is not true
for field assignees who can have access to the
D/CO only as a result of a specific effort by him
to travel overseas.
18. (U/AIUO) Why has there been no Panel C promotio
in the last two years other than Panel C programmers.
Shouldn't programmers have their own career -anal? That
`
Panel C promotion.
would leave openings for
A. This is fallacious reasoning. The
establishment of a separate panel for programmers
would remove those slots from Pane. C headroom.
No openings would be left.
19. (U/ \IUO) Why is OC trying to upgrade slots in t
Cale Secretariat under the guise of "ADDED CVNPIEX T IES?
Panel C never to my knowledge, was given the remotest
consideration for upgrading with the advent o AU`.CMAzIO..
or "ADDED COMPLEXITIES" ;hat Panel T and Cable Secreta ..
sire presently receiving Panels N and E also received
t?Z'at10:Z and grades :~were upg-:ade due to a:i:
CGTIS:. ~ ?_ I
"SPECIALTIES, CO`? PLEXITIES, AND UNIQUE APPLIQUES" that
they assumed.
A. This matter will be reviewed with PMCD,
the component responsible for upgrading- I oweyer,
to provide the necessary points for any position
upgrade, another position would hare to be
correspondingly dow':gradeE.
20. (i)/AIUO) Taking into consideration the possibility
that "C" panel has not iyd equitable and fair treatment ..ithir_
the OC during the last five years , what would OC use as ' ega+
justification for past a0tions' if OC was forced to legally
defend its position?
A. The question presumes a lack of fair
and equitable treatmerit The members of this
skill grouping have had adequate opportunity
to convert to a skill grouping needed by the
Office or to find other employment.
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? ADMI"TSTRATIVE -- INTERNAL USE O ''
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21 July 1978
OFFICE OF COMMUNICATIONS NOTICE NO. 40-78
SUBJECT: Establishment of Telecommunications Officer
Panel
Technological improvements in our network systems
over the past several years have brought about obvious
changes in the operating skills required of our personnel.
These changes have continued to the point where the functions
being performed by the two existing operator panels have
a high degree of commonality. Accordingly, the attached
plan was developed, at my direction, to establish a single
Telecommunications Officer Panel. This plan is approved
concurrent with the reorganization of the Office of
Communications. Implementation will occur over a five-year
period beginning 1 October 1978.
STATINTL
Director of Communications
Attachment:
Plansfor the Establishment of a New
Telecommunications Officer Panel
Distribution: 5
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SUBJECT: Establishment of a New Telecommunications Officer
Panel
I. Objective
To enable the Office to meet its mission by identifying
personnel possessing requisite skills within the Office of
Communications to meet staffing needs of the Office. To
establish such a group in a manner which will ensure
maximum equity for current and future employees and to augment
the group through internal and external recruitment only as
necessary to maintain required staffing levels.
It is recommended that a single operating panel
be established; that the new panel be designated as Panel D,
composed of Telecommunications Officers.
A. Schedule
Effective 1 October 1978, all OC communicator positions
will be designated as Telecommunications Officer, Panel D.
Concurrent with the establishment of Panel D, all operating
personnel, regardless of present panel affiliation, will be
under the cognizance of the new panel.
B. Skills and.Training
1. In general, job skills and knowledge for Panel D
careerists will be a composite of existing operating
disciplines plus identifiable skills and knowledge
needed in the future. Employees will be provided
opportunities for training as appropriate to new
requirements.
2. Assessment of training required by individual
members of Panel D will be derived from the employee's
past training and related experience. Generally, prior
to achieving Panel D basic grade level, employees will be
expected to complete the identified basic Telecommunications
Officer training plus supplemental training geared to the
intended Panel D assignment. At the basic grade level
and above, employees will be required to acquire the
necessary supplemental training for intended Panel D
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STATINTL
allocated on a proportional basis. Apportionment will
be made by grade,based on the ratio of former Panel
C & T careeripts in the new panel as compared to the
total new panel strength. This ratio will be determined
annually at the beginning of the promotion cycle for
each grade. At thhe,, end of the five-year period (and
thereafter), all Panel D employees will compete for
promotion'at .he; respective grade levels as one
1. For afivp-year period, beginning with FY-79,
operating personnel will be evaluated for promoticn
ranking according to their panel affiliation upon
entering Panel D. Promotional headroom will be
C. Evaltio arPromotion.
group in the PCEL,,, and CCrEL evaluation process.
2. During this five-year period, no employee will
be denied the, opportunity to compete for promotion.
The first step in establishing the evaluation
r
p
ocess
for the new panel will be to define the skills required
of panel. members, the second step will be to rate all
emplo ees against.those,Panel D skills. Existing
criteria and procedures will be used. Employees
who acquire the shills, versatility and mobility re uired
of Panel D caeer.sts, will fare better in the
system that those who do not. The net result will be to
e
ncourage improved employee competitiveness by means of
44-
3. Promo ion;'to basic grade level in Panel D will
be in acc9 vdarkce s ith OCJiB-F 20.20.1 Chapter III
Personnel, subject to ceiling point.availability.
paragraph E. Upgradirlg of existing GS-08 level positions
to the Panel D,bat?ic grade level will continue on the
same basis as previously approved by the office of
2. Employees ? phould be aware of the criteria for
continued gmploymept,as stated in OCHB-F 20.20.1,
Chapter I, Paragraph E,
paragraph B.
assignments to improve his or her skills and contribution
to the Office ais ?ion. Panel D assignments will be
made in accordance with OCHB-F 20.20.1, Chapter III,
Ma imup opportunities will be provided to each
Panel D employee to take, advantage of training and
D. Assignments
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 CONFiDENTJ M
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OC M78-552
28 July 1978
25X
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MEMORANDUM FOR: Executive Officer, DDA
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25X1A
Deputy Director of Communications
SUBJECT Response to Panel C
Office of Communications, has written
to the Director of Central Intelligence raising several points
with regard to the management of Panel C, Telecommunications
Specialist, Cryptographers. It is our understanding that
the Deputy Director of Central Intelligence has expressed
an interest in some of the background material pertinent to
letter. Attached are: a copy of OC M78-521,
dated 17 July 1978, containing answers to questions raised by
some members of Panel C; and OC Notice 40-78 establishing a
new Telecommunications Officer Panel through the combination
of two existing panels, in
Attachments as Stated
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MEMORANDUM FOR: Director of Central Intelligence
FROM John F. Blake
Deputy Director for Administration
SUBJECT Meeting with
2 6 ,1UN 1979
25X1A
1. Action Requested: (C) This--memorandum is for
25X1A your inforliation in preparation for your meeting with
2. Background:
25X1A
a. (C) Office of Communi-
cations, sent you a letter dated 14 June 1978, Attach-
ment A, calling to your attention his perception of
a personnel management problem in the Office of Communi-
cations. This problem, in judgment, is the 25X1A
result of management inattention to a career sub-panel
designated as Panel C.
25X1A
b. (C) You will recall that this same problem was
raised in slightly different form by 25X1A
A copy of the background information wit re ar to
question and your response to is 25X1A
in Attachment B. The Office of Communications' manage-
ment has been keenly aware of possible inequities with
regard to the utilization and promotion of members of
this sub-panel. In 1974 a. study of the Telecommuni-
cations Specialist occupational realignment was con-
ducted by the Position Management and Compensation
Division. This study endorsed the plan to abolish
the specialized codes for Telecommunications Spe-
cialists - Cryptography (Panel C). A copy of this
study is Attachment C. The Office of Communications
recently conducted a thorough study aimed at greater
use of the skills of Panel C. A copy of that study
and the OC Notice promulgating a portion of the
results are Attachment D.
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25X1A
25X9
25X1A
25X1A
25X1A
25X1A
SUBJECT: Meeting with
c. (C) claims that there have been few
or no promotions in this panel in the last five years.
Attachment E details the promotions for this panel
from 1971 - 1976. During that period there were 159
promotions in a declining panel that averaged approx-
imately = employees during that period. In FY-1977
there were no promotions due to lack of headroom in
Panel C. This year there have been 10 promotions
made or in the process of being made.
d. asserts that the few remaining
Panel C slots in overseas stations have been converted
to Panel T. It is true that the remaining Panel C
overseas slots are being converted. to Panel T as part
of a long range plan resulting from the PMCD study
(Attachment Q. However, several Panel C employees
are capable of filling those slots by receiving
proper training. The present overseas slots manned
by Panel C personnel are identified in Attachment F.
They total 23, representing an increase of 7 in the
last year, and an overall 12% of Panel C personnel
strength.
e. (C) makes reference to a number of
questions which have not been answered by management of
the Office of Communications. These questions were
discussed by the Deputy Director of Communications with
a representative group of Panel C on 17 May 1978. During
the discussion at that meeting, suggested
an effort would be made to answer the questions and to
prepare a plan dealing with the future of Panel C by
30 June 1978, if that was agreeable to the group. It
was.
f. (C) further alleges that it is the
intention of the Office of Communications' management to
fill all promotable slots with Panel T members. Presum-
ably he in effect is suggesting an intention on the part
of Office of Communications' management to promote
members of other sub-panels against Panel C headroom.
No such promotions are contemplated nor have any been
made in the past.
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25X1A
25X1A
25X1A
25X1A
25X1A
SUBJECT: Meeting with (C)
g. (C) signs himself as "spokesperson."
We believe he may be articulating a position held wholly
or in part by a small minority of Panel C. It follows
that a meeting with may not necessarily
reflect the opinions of the majority of Panel C.
3. Recommendations:
a. (C) That you meet with as you propose
but that you also meet with one or more other represen-
tatives of Panel C.
b. (U) That the answers to the questions referred
to in 2.e. be promulgated to all members of Panel C by
Office of Communications' management, in accordance
with the originally proposed schedule.
c. (C) That be advised that Office of
Communications' managemen is extremely concerned
with providing fair, equitable treatment to all of its
employees but that employees must recognize and accept
their obligation to be willing to make changes in their
occupational skills, in an ever-changing technological
environment, if they hope to be competitive.
Jahn F. D1c111
John F. Blake
Attachments:
A through F, as stated
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 Approved For Release 20011dK/02 : CIA-RDP81-00142R00040011005
25X1A
SUBJECT: Meeting with
Distribution:
Original - Addressee Watts
1 - DDCI w/atts
1 - ER w/atts
,"- DDA w/atts
1 - D/CO Watts
ORIGINATOR:
25X1A
Director of Communications
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C)
2 3 JUN 1978
IM
 Eefley
W ww
[f pproved
re(1101bPd2
June 14, 1978
Admiral Turner or Mr. Carlucci, personally
Room 7E12
HQS Bldg
We have read a number of papers published by you, on personnel
matters. We heartily go along with you being the last word on the
Consolidated Panel listings rather than leaving it to the heads of offices.
We would like to call your attention to the plight of some
two hundred panel "C" members of the Office of Communications. The last
five years, there have been very few or no promotions in this panel, even
though this group has and has had more expertise in the field of automated
communications than any other group in CIA.
It was this group that worked and nurtered MAX, ACT, DATACOM,
ARS and CDS to maturity. In the case of DATACOM,.after DATACOM was
working and earning its keep, Communications Management removed all panel
"C" members (after panel "C" trained panel "T") and replaced them with
panel "T" and at the same time, upgraded all the slots. Recently,
Communications Management completed the conversion of "C" slots in the
few remaining overseas stations. Throughout the conversion, Commo
Management's main stay against panel "C" was and is, "panel "C" is not
mobile enough; therefore, panel "C" cannot compete with panel "T"."
Panel "C" members do not have a promotion track that the
Director has called for in the "Notes From The Director" number 25,
dated 7 June 1978. Comoro Management has been questioned, on many
occasions, in regards to handling of the careers of the panel "C" and
why there have been no efforts to upgrade panel "C" on a par with panel
"T"? There never has been a definitive answer on the first part of the
question but on the second part, the answer given is "overstrength."
It is suggested that Commo Management be questioned, by one in authority,
how Comoro Management achieved such a condition and why was the situation
allowed to exist for a number of years? There are a number of old timers,
with many ingrades, some that came onboard in 1950, that can provide
some insight to the above questions, as well as suggestions to alleviate
the problems.
Attached, please find a list of questions compiled by panel
"C" and presented to Commo Management. After much hemming and hawing
and even rewriting, by Commo Management, of the proffered questions,
Comma Management finally agreed to address the questions in six to eight
weeks. We question the"six to eight weeks",,ltyis our opinion that
Commo Management will fill all af'the``promotabe slots with panel "T"
members and they need six to eight weeks to finalize the efforts.
If you should require any historic information, we are at
your service.
STATINTL
STATINTL
ATTACHMENT.
A.
~0 o
STATINTL
telephone 'roved For Release 2001/08/02: C
po eperson
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April 20, 1978
STATINTL in response to the telephone conversation of 13 April 1978 between
the following is a list of questions most
often asked by members of panel "C".
l~ Why have we (panel C) continuously, over the last 3.0 years
received differing outlook/viewpoints on the future of panel C when we
were career counseled.? Invariably, this supposedly professional advice
differed, depending on one's location or assignment at the time, when
-(pre- STATINTL
given by overseas area headquarters (pxedominently panel T),
dominately panel C) and staff members associated with the office of the
Director of Comi-runications.
2. Why has panel C been gradually and somewhat discretely phased
out, even though the D/CO at his last briefing to panel C in the head-
quarters auditorium intimated that commo could ill-afford the loss of
2-3 hundred panel C personnel and they still had and were making a valuable
contribution to the office of communications? Did our director mean only
those slots or positions that T panel did not wish to acquire such as the
non-supervisory or non-promotable positions?
3. During this ongoing phase-out of panel C, what pretext was used
with the agency 1,4AGE and CLASSIFICATION board to justify the conversion of
C panel slots to T panel? There was no requirement to-send or receive
morse code. What was the board given as an alternative future career for
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new .slor;tcd ac;a1.11sG DaiieJ T a.l.U-;i1
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It. What special capabilities do T panel members have that would
STATIN
5. Most C panel members waited patiently in line for many years
for the promotable slots (9, 10, 11 & 12) to open so there would be a
chance for promotion. During this period, they gave their all and were
the stabilizing factor in OC. They served in both domestic and foreign
assignments. Why, when these slots were vacated, were they converted to
T panel without even the courtesy of a chance for C panel to compete? .
6. When panel C members were offered the opportunity to switch
panels, why were they not allowed to compete fairly in'their new panel?
After the first operators graduated from school in their newly acquired
panel, memorandums were dispatched to field elements directing these stations
areas to discount the fact that these people might have 5-15 years commun-
ications experience as panel Co T panel OICs and supervisors in the field
equate a C panel member with 10 or more years experience, who switches
panels, to a new radio operator who has just EOD'D. FYI: In answer to your
ST'ATINTLrecu.rring question, "WHY DON'T THEY SWITCH", you haven't offered
them anything. As a matter of fact you have taken away everything C panel
had, a chance to compete, a future in OC, a pat on the back for a job well
done, pride in OC and a chance to enhance their advancement in OC through
the same means available to other NON-C panel members of OC. The only thing
they have left is "PRIDE IN ONE'S SELF" and this can not be taken away
beca fie s? e t?e Retl~eicle ase ?i001e08/02: CIA RDP8 00 i42R000400110004-5
t, g .
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7. We are not against'alnalgamation, but we are against giving up every-
thing we have worked so hard to attain. This includes uprooting our
families and our homes just to open up a slot in headquarters for T panel.
In the OC master plan, C panel was first forced into the position of almost
permanent headquarters signal center residency and now the decision is to
take this away also. Where do we go from here and how much longer will we
be allowed to hang around and take our handouts? What has "T PANEL"
set as the extinction date for PANEL C?
8. C panel has been largely responsible for the conversion, planning
and installation of systems to keep agency communications in step with the
new era of automation. Even today, the majority of this expertise lies
within what is left of panel C. These new methods of communications,
whether satalite or other media, are so complicated and complex they must
be automated. Now, after waiting patiently for 10 years for a chance to
advance (as payment for meeting this new challenge) this chance has been
indescriminantly snatched from our grasp by allowing T panel to come into
the senior slots without having to compete for them. Were these people
told to forget their previous experience and start at the bottom as C panel
was told when they were invited to switch to T panel? No, they were not
penalized. As a matter of fact, they were given promotable slots and T
panel supervisors were trained by C panel operators in every facility.
Why was T panel not given the same invitation/opportunity to start at the
9. In order to address a morale problem relating to lack of domestic
Ap rovn Ftoo-rR,~le e~0RJM~ s : CjReRF ,1-991- 040
as r gRQQ 91dQ624i , me ive expense
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C panel?
10. If it is the policy of the OC to fade out the C panel, why not
declare an early out retirment for those eligible, regardless of GS
grade? No one wants a future where no advancement is possible. Why was
the early out policy limited to only GS-12 & 13?
11. What is the office of communications' policy present/future
relating to C panel? Will a definitive policy be put in writing?
12. Why were the top three men on the CEL offered "maybe"
promotions if they took training and went overseas (but not as a CTR)
and filled a radio operators slot? How can this type offer{be possible?
Whose decision was this?
13. We have heard that various CttD people have said panel "C" is
dead! NO promotions! Who made this decision? If we are a dead panel
why are grades on the upper level still being made? If we are dead lets
state so and take proper action and see where, we stand. Morale is at the
lowest regardless of what is said. Ask anyone who has no hope or chance
of a promotion and is a good worker. Try the GS-8 or'q level.
14. Why is an employee held in grade for years without a review of
the problem and no assistance such as that provided minorities?
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15. Why do we not use a point system to list personnel for
consideration of promotion, training, assignment, etc? Achievements,
education and awards would mean something then.
16. What is the total number of CT/C slots remaining? Request
the slots be listed by grade and location.
17. Why does the D/CO make every effort to visit overseas posts
for morale and other reasons and in the IBS area circulates a cassette
tape of the State of the Office speach rather than delivering it in
person?
18. Why has there been no panel C promotion in the last two years
other than panel C programmers. Shouldn't programmers have their own
career panel? That would leave openings for panel C promotion.
19. Why is OC trying to upgrade slots in the Cable Secretariat.
under the guise of "ADDED COMPLEXITIES"? Panel C never to my knowledge,
was given the remotest consideration for upgrading with the advent of
AUTOMATION or "ADDED C014PLEXITIES" that panel T and Cable Secretariat are
presently receiving. Panels N and E al?o received more consideration and
grades were upgraded due to added "SPECIALTIES, COMPLEXITIES AND UNIQUE
APPLIQUES" that they assumed.
20. Taking into consideration the possibility that "C" panel
has not had equitable and fair treatment within the OC during the last 5
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years, what would OC use as legal justification for past actions
if OC was forced to legally defend its position?
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 11 May 1978
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SUBJECT: List of Questions Submitted to the DD/CO
The DD/CO has submitted his version. of the
!STATINTL questions that were submitted to him through
The Committee of Correspondence requests that each
member of Panel C compare the original list of questions
with the DD/CO's version and indicate in wrjtin (not
necessary to sign) whether or not he is satisfied that
the DD/CO's version is an accurate paraphrase.
It is requested that your responses be subri i.itted to
the CWO by Thursday,, 18 May 1978. The Committee of
Correspondence plans to respond to the DD/CO, Friday,
19 May 1978.
STATINTL
Communications Watch Offic
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 S ., s
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1. In counseling sessions, why do we seem to get
differing opinions from counselors on the future of Panel C?
The viewpoints of the counselors apparently depend on the
counselor's position and background, i.e., Area Hqs.
STATINTL (Panel T); Panel C); Management (CMD).
2. Why is Panel C gradually and discretely being
phased out, even though the D/CO stated that OC could ill-
afford to lose the members of Panel C? Or did the D/CO
mean that OC could not stand to lose the individuals who were
encumbering the slots Panel T did not want, i.e., non-
supervisory and non-promotable positions?
3. What pretext was used in discussions with PMCD to
justify the conversion of Panel q ,slots to Panel T?
STATINTL
STATINTL
4. What special capabilities do Panel T members have
that would enable them to do a better iob in converted slots
5. Panel C members have waited throughout the years
for available headroom at the GS-09 through GS-12 grade
levels. Why were these positions converted to Panel T
without giving the-members of Panel C an opportunity to
compete for those positions?
6. When many Panel C careerists converted to Panel T,
why were they not allowed to compete fairly in their new
career field? Apparently the past experience of these
convertees was discounted by the Panel T management when
evaluating these individuals for promotion.
7. What date has "Panel T" set for the abolition of
Panel C?
8. Why are Panel T members assigned to the senior slots
in the without having to compete for those positions?
Panel C'ers have worked hard acquiring the necessary expertise
to operate the new automated systems and then they are not
allowed to fill the positions of responsibility. Now Panel T
members are brought in to fill the promotable slots. Why did
they not have to start at the bottom?
9. In order to address a morale problem relating to
lack of domestic assignments for Panel T members, why must
it be at the exclusive expense of Panel C?
10. If it is the policy of OC to abolish Panel C, why
not declare an e'arl.y-out retirement for those eligible
regardless of grade?
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11. What is OC's policy for the future of Panel C?
Will this policy be put in writing?
STATINTL
12. Why were the top three men on the CEL offered
"maybe" promotions if they took training and went overseas
as Panel C'ers filling Panel T positions? Who is
responsible for this decision to make these offers?
13. Who made the decision to declare Panel C "dead"
and that there would be no Panel C promotions? If Panel C
is dead, why are grades at the upper levels-sill being
made? A
14. Why is an employee held in grade for many years
without reviewing the causes of lack of promotion? Could
assistance be provided such as is provided minorities?
15. Why don't we-use a point system to determine those
eligible for promotion, training, assignments, etc.? Points
allotted to special achievements, education, etc., would make
these factors more meaningful.
16. What is the total number of remaining Panel C
positions? Is it possible to list these by grade and
location?
17. Why does the D/CO make every effort to visit
overseas posts for morale purposes and other reasons, but
merely circulates a cassette tape of his State of the Office
speech to the Headquarters. area components?
18. Why have there been no promotions in Panel C the
past two years other than in the Automation Specialist field?
Shouldn't the Automation Specialists have their own career
panel? If they did, there would be more available headroom
for Panel C promotions.
19. Panels T, N and E have had upgradings due to added
"specialties, complexities and unique appliques."
Now upgradings are being considered for Panel I under the
guise of "added complexities." Why has Panel C never been
given the same consideration what with the "added complexities"
that have taken place in the over the past several
years?
20. Considering the possibility that Panel C has not
received equitable and fair treatment from OC during the past
five years, what would OC use as its legal defense to justify
its past-actions?
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 ' 2 in
CON" "'E TIAL ^ SC
nn~niainnnnnh1nnn1 c
r'~~ AND COD SHIFT
Background on Panel C
FROM:
Deputy Director for Administra
Rm 7D24
TO: (Officer designation, room number, and
building)
02
uc, 397
OFFICER'S
INITIALS
STATINTL t takes
t o all boils o to wouldunot itake trainin
two to tango--and situation of which
designed to alleiiatvery
he now complains /s/jack
Deputy Director ofl
Central Intellige ce
Director of Central
Intelligence
w ---- i STATINTL
COMMENTS (Number each comment to show from whom
to whom. Draw a line across column after each comment.)
ummary:
Attached is a background
paper on the Office of
Communications' Panel C.
Also attached is a memorandum
11 D t r
o
d b
failure to take advantage of
those opportunities.
receive career enhancing
training in OC. He is one ofd
a substantial number of Panel,
C careerists whose upward mo-~
bility has been hampered by
equitable opportunities to
ftvdhww~
ATTACHMENT
y t e Tree
to be signe
to rej ec9F%TINTL
his request to re ire under t1c
Involuntary Retirement Option.
has had fair and StATINTL
1
ly
 Approved For Release260110/b1 I~8i 08142R00040O004-5
f
MEMORANDUM FOR: Director of Central I`~'ellig~zce
FROM John F. Blake
Deputy Director for Administration
25X1A
SUBJECT Background on Panel C (U)
1. (C) Panel C is the acronym for the Cryptographic
Sub-Specialty in the Office of Communications. The technical
term is Telecommunications Specialist/Cryptographic (TCS/C).
This pane], has been undergoing gradual phase out by attrition
since 1968. Upward mobility for Panel C employees has never
ceased and in fact has been strongly encouraged since the
original decision to phase out this specialty.
2. (C) Prior to 1959 the Agency required substantial
numbers of full time cryptographers to manipulate the labor
intensive manual and machine systems then in use. In 1959 we
began converting to on-line automatic encryption/decryption
methods, and within a few years, recognized that the crypto-
graphic and radio operating specialties could eventually be
merged with a major savings in total manpower needs. By 1968
the budgetary/procurement cycle for the on-line secure
communications network had reached a point where the decision
could be made to discontinue hiring people to perform primarily
cryptographic duties. Our recruitment goal was then changed
to hire only individuals capable of becoming Telecommunications
Specialists possessing both radio and cryptographic skills.
The judgment at that time was that a combination of cross train-
ing, career progression, transfers and normal attrition would
provide reasonable career alternatives for the Cryptographic
Specialists then on board.
3. (C) Since the 1968 decision the Office of Communications
has carried. on a continuing program for retraining and. broaden-
ing Panel C careerists. A policy paper was issued in 1970
encouraging cross training into the Telecommunications Special-
ist group, Panel T. Subsequent letters have been written
encouraging Panel C careerists to transfer to Panel T. These
letters also advised that promotional opportunities in the Panel
C specialty were and would be very limited. Special training
courses have been offered frequently at the
providing modified Morse code requirements an.
25X1A
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extended training times. The most recent career enhancing
cross training effort.offered to Panel C careerists was the
Office of Communications Cross Panel Assignment Program
announced in early 1977. It waived all Morse requirements,
and offered on a voluntary basis training in radio operation
with assignment to selected overseas positions where Morse
skills were not critical. All members of Panel C were inter-
viewed for this program; to date eight have elected to
participate.
4. (C) In 1974 the Position Management and Compensation
Division, Office of Personnel, prepared a study report entitled
"Telecommunications Specialist Occupational Realignment." This
report recognized that all Panel C positions should eventually
be converted to the Panel T specialty. The report also stated
that all Panel C GS-08 journeyman positions would be upgraded
to GS-09 based on newly acquired radio operating skills and
availability for rotational assignments to positions requiring
both skills. The Office of Communications and the Office of
Personnel have been working together to implement this study
report. For example, in 1968 the Panel C had 472 designated
positions with 452 incumbents. Only 165 positions remain to
be converted, and the number of Panel C careerists has dropped
to 200. In summary then, almost two-thirds of the positions
have been converted, and more than 50% of the Panel C careerists
have changed from the Panel C category to another skill area.
5. (C) Some insight as to how the Office of Communications
has been able to redirect the efforts of more than 250 careerists
would be of interest.
a. Probably the most satisfying program has been the
evolution of the Automation Specialist cadre. This is
a group of programmers who were initially selected
exclusively from Panel C to receive training in auto-
mated message switching techniques. Although other
communications careerists were later accepted in this
program, twenty Panel C careerists transferred into this
group to form the vanguard of this highly important
function. Most have had very successful' careers, some
having progressed to GS-14.
b. Seventy-six Panel C careerists accepted the
opportunity to acquire additional training to qualify
for transfer to Panel T. Of this group only seven have
failed to earn at least one promotion.
c. Fifty_Panel C careerists have transferred or
progressed to other technical specialties within the
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25X1A
Office of Communications. These include Communications
Security, Electronic Technicians, and promotion to
senior officer level. These careerists are at the GS-09
through 15 levels today.
d. Forty Panel C careerists have transferred from
the Office of Communications to other Agency components.
We do not have specific figures or statistics on these
individuals but we arc personally aware that many are
now serving at the middle management level or higher.
e. Forty Panel C careerists have resigned from the
Agency. The balance of the attrition in this panel has
been due to retirement.
6. (C) The effort to offer meaningful and challenging
careers to a group of highly capable, loyal and dedicated
employees, we believe, has been successful. No one has been
forced to leave the Agency involuntarily by. virtue of skill
obsolescence, and every Panel. C careerist has been offered the
opportunity to receive training in new skill areas. The Office
of Communications has successfully responded to changes in
technology.by adjusting the skills mix of its employees. Those
who have elected to participate in career retraining and re-
direction have done reasonably well although many obviously
believe they could have done better under different circum-
stances. Those who have elected to stay with Panel C and not
accept the challenge of new training have done so with the full
awareness that limited career progression opportunities would
exist for them. is a valuable employee, but his
argument for early retirement is without merit and should be
refused.
25X1A
John F. Blake
25X1A Attachment:
Memo to from DCI
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MEMORANDUM FOR : Director, Central Intelligence Agency
01/A111 NIL .
FROM
STATINTL Office of Communications
Signal Center Branch
Headquarters Building, Room 1B227
SUBJECT Request For Permission To Retire
May 19, 19 7 8
1Executive Re~is!ry
I request that under the authorization granted the office of Communications
by the DDA on 1 January 1978, that I be given permission to retire under the
involuntary Retirement option, open through 30 June 1978.
I meet all the qualifications necessary, having corq,leted 25 years service
with more than 60 months. served overseas.
Below I am stating the reasons I have elected to seek retirement, rather
than continue on in my career panel. I believe that these chain of events
makes it impossible for me to consider advancement in panel C.
There was a decision made 10 years ago by the Office of Communications
to discontinue the hiring of communicators in panel C. Ioer, looking back
over the past decade, it is apparent that the decision was made atlthat time
to phase out panel C through attrition. We have now come to the point that
this system of attrition has completely eroded the grade structure so that
the GS-08 journeyman level is fewer in number than that of the senior operator.
With the moratorium on the hiring of operators over this 10 year period, and.
the decision still standing of non-hiring of panel C~ members i:n the future,
I believe that panel C can no longer be considered a viable panel.
For the past 2 years, the Office of Communicat:i.ons has claimed that panel
C is over-promoted in the GS-09 through GS-l2 grades. Therefore there have
been no promotions for the panel C communicator. We are now told that
panel C is 68 people over-staffed. With no new input to the panel planned,
I believe that upward mobility in panel C is out of the question. This was
further brought to light this past year, when panel C Career Management
Division (CMB) offered to the top two persons on the Consolidated Competitive
Evaluation List (CCEL) a promotion, only if they would corro7-ete the courses
of another panel, (Panel T), and qualify for promotion under panel T.
With the above belief that 1 definitely cannot; be cor,oetitive within
my career panel, and feel that a change of career panels at this stage of
life would not benefit either the Agency nort rirself, I res_pecti'ull.y request
that I be granted permission. to retire, as stated in the first paragraph above.
STATINTL
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 ' N DEN IAU
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25X1A
MEMORANDUM !--FOR:
FROM . Stansfield Turner
Director of Central Intelligence
SUBJECT Request for Permission to Retire (U)
1. (U) Thank you for your letter of 19 May requesting
permission to retire under the DDA Special Retirement Option.
I- have reviewed your situation and must inform you that I am
unable to grant your request.
2. (U) The retirement option was opened to the Office
of Communications for GS-12 and 13 personnel only for the
period 1 January through 30 June 1978. I approved this pro-
gram to relieve a grade level distortion and unsatisfactory
promotional headroom situation then existing in your office.
Due to understaffing it was not possible to extend the option
to the lower grade levels. The Director of Communications has
advised me that the relief he sought through the early retire-
ment option has been achieved, and he does not plan to request
an extension beyond the 30 June closing date.
3. (C) I have been briefed on the history of the OC
Cryptographic Specialty Panel and am convinced that this group
has been offered substantial opportunities to acquire new and
broader skills to meet changing technical performance needs.
During the period 1968 to 1978 more than one-third of this
group has taken advantage of the various programs to improve
their skills, opportunities and job mobility. A very sub-
stantial number of those remaining have continued to be highly
productive and have been rewarded with promotions within their
skill grouping. I am convinced that Panel C Cryptographic
Specialists as a group have continued to perform a highly
important and vital function for the Central Intelligence Agency.
Without the faithful and professional support of this group the
Agency mission would have suffered.. Yet, in an overall sense I
do believe that the changing technical posture in the Office of
Communications was adequately predicted, personnel programs were
appropriately modified, and career mobility and retraining pro-
gram's were offered to those whose skill specialties were becoming
obsolescent.
N Ft DE TIA .
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 swat, i~?~ .
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4. (U) I am deeply appreciative of your many years of
excellent service and would encourage you to continue the
good work. Unfortunately, I cannot offer the involuntary
retirement option on an individual basis. Until such time
as the Agency dictates, the implementation of this plan at
your grade level and in your component it cannot be made
available.
STANSFIFLD TURNER
r x1111-NT1 1,
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 Approved F elease 2001/g$/i2':"CI *RC i-0~T 000400110004-5
i ; October 1974
i E:I CI'ANDutl FOR: Chief, Position I'anar~e ni and Co;ipensat.ion Div
T1 ift0UGIi . ~Jhief, intelligence and Ad1,iinisttration Crancli
SUDJECT . Tel econiunications Specialist Occupational Realignn,.ent
1. ,ttached is a report outlining Pi1,CD's study findings,
,.urrent status, .Ind reco, ;nendation on the Off ice of C00"S'"unicetions
(O/C) proposal to realign the Teleco; ;u,nniccations Specialist
Occupational Code. The report is organized and contains thee following:
Section A-P?,CD flarr"ative Report and Reco;:};,~endation, section C--
,evis?cd Occupational Handbook Title Definition; and Section C--HIew
Position Descriptions.
2. The changes proposed are confined to 0/C Careerist positions
and trill net affect any occupational discipline or special 4y currently
CS uol i shad for other Agency corilponents.
;ositian l,anaau e ~t Officer
At t
.Distribution:
Crig - dse
1 - CC" /Ch Ops
1 - u/C Ch Career Mgmt & Trng
1 - u/C Adm/Pers Off
1 - HICD/IAB
STATINTL OP/PMCV~kr9 (18 Oct 74)
ATTArN7
C.
90 0
o,
w
STATINTL
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 Approved For Release 001/08/02 : CIA-RDP81-00142R0004OW10004-5
TELECOiMIi"?IUNICATIONS SPECIALIST OCCUPATIONAL REALIGN~,IENT
f'--,\ October 1974
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 Approved For Releas01/08/02: CIA-RDP81-00142R00040b0004-5
TABLE. OF CONTE=NTS
TAB A --- PMCD Narrative
TAB BB --- Revised Occupational Handbook Title
TAB C --- flew Position Descriptions
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 Approved For Release O1/08/02: CIA-RDP81-00142R00040 0004-5
OP/PMCD STUDY RIPORT
OF
TELECOMMUNICATIONS SPECIALIST
OCCUPATIONAL REAL 1 GNMENT
1. In early 1974, the Office of Communications (0/C) top
management requested that PMCD attend and participate in various
meetings which were being held by the Chief, Management Services,
Chief, Career Managempnt and Training Staff, 0/C Personnel Officer
as well as a number of operating component officials concerning a
proposal, to realign the Telecommunications Specialist Occupational
Codes within the General Communications Series of GS-0392. The
initial purpose for PMCD's participation was to advise on the validity
and effect.from a position management and occupational standpoint of
a single code concept for such positions throughout 0/C-no specializations.
This was subsequently followed by a request to analyze, evaluate and
advise on position structure implications, job discipline mix, functional
feasibility, qualifications extension, grade pattern effect, average
grade changes, occupational Handbook modifications and related matters
concerning the proposal if it were to be approved and implemented.
2. Specifically, the long range aspects of the proposal will
result in abolishing the specialized codes for Telecommunications
Specialists-Cryptography comprising GS-0392.05 Equipment Operators
and GS-0392.06 Supervisory positions. Such positions in the various
Agency Communications Centers will be combined and converted to the
corresponding.Telecommunications Specialists-General, codes GS-0392.01
and-GS-0392.02. The. latter positions currently require the additional
qualifications, training, operational experience and/or background
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in radio frequency (RF) field as well as the crypto systems/equip,ent
speciality. Consequently there is a one grade differential bot , r:
the two occupational categories, i.e. Crypto Specialist Operators and
Senior Operators/Supervisors are allocated at GS-08 and GS-09 levels
respectively and the Communications RF-Generalist Operators and
Senior Operators/Supervisors are allocated at GS-09 and GS-10, thus
recognizing the broader job responsibilities.
3. The proposed realignment from individual Crypto speciality to
RF generalist is an outgrowth from continued ceiling reductions throughout
0/C, which has necessitated the application of general communications
operator background to meet our world-wide communications support
requirements. I called to 0/C's attention and it is recognized by 0/C
management,that certain Agency communications facilities and specific
tours of duty will not require the complete application of the RF
generalist background. However, as they stated, this is ina small
minority considering the overall number of positions and with the
personnel normally rotating every two years, they requested PMCD
to consider this factor in relation to the long range personnel
and communications support objectives.'0/C feels the conversion is
necessary and vital now to the Communicator program and career service
if it is to maintain the flexibility and competency within continued
ceiling cuts and related position/manpower restrictions.. Another
major objective is to eliminate the problem of having personnel limited
in position assignment capability and to have the total cadre fully
mobile, trained, qualified and proficiency-maintained for performing
any and all type conmunications operating assignments. Further, it will
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provide slotting associated wiLb the long overdue and increasing necessity
for periodic headquarters assignment/tours of overseas Teleco!ili ciast--
General personnel to permit:
a. Indoctrination in new and continued Agency/USG communications
systems operational matters and technical changes.
b. ~i;eceive specialized technical training.
c. The reorientation of employees in program, functional,
organization, administrative, and related 0/C and Agency concepts
and procedures, and
d. Permit "r\mericanizatioil" of the employee and family whose
assignments involve four (4) to five (5) consecutive tours (2 to
3 years each) resulting in 12 to 15 years without a U.S. assignment.
4. 'There are approximately 195 positions throughout the Agency
which will require conversion (includes 97 GS-08's and 63 GS-09's
specifically). However, 0/C does not intend to convert all such
positions at one time. It is planned for a general phasing over several
years as the positions involve rotational assignments, become vacant
as result of resignation/transfer/retirement, current employees
complete proper training and/or general availability of trained
personnel, etc. which will require a reasonable amount of time. Of
course this time frame excludes the necessity for immediate conversion
and/or assignment of an RF generalist resulting from critical operational
support requirements and demands as the occasion may arise.
5. The overall average grade affect can not he computed at this
time in that it is anticipated a.number of the existing GS-09 positions
may not require reallocation to GS-10 level. Such determinations will
not be made until each individual component or station work load/program
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 25X1A
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and manpower requirements, includio;,J section and unit levels are
studied by,0/C and subsequently revie:;ed and evaluated by PMCD.
However, under existing circumstance, it can be projected that the
0/C Career Service will need 97 points alone to convert the GS-08's
to GS-09's yet keeping in mind a number of these positions are located
on other /Agency component Staffing Complements (S/C), but the vast
majority are listed on 0/C's S/C and this single grade level change
will cause for a reasonable increase in their average grade.
6. The first phase of the conversions are proposed for OC/
Data Communications Branch consisting of 14 positions resulting
in, three (3) GS-08 level positions requiring reallocation to GS-09
according to the established pattern. The remaining Branch positions
can be converted without any effect on 0/C's average grade pattern.
This branch was selected initially in view of recent changes and
application of new equipment, data circuit technology, signal carrier
facilities and computer system mechanisms which involve and lean heavy
toward RF type requirements.
7. The second group proposed for conversion is the Telecommunications
Specialist-Crypto jobs at Office of ELINT (OEL) 25X1A
total 9 positions with four (4) requiring reallocation from GS-08
level to GS-09 causing a slight increase in OEL's average grade. This
activity is currently changing to include satellite communications
facilities as the primary carrier technique as well as continue with
some leased circuit arrangements plus radio teletype backup resulting
in a majority of RF personnel requirements.
8. An analysis of the PMCD findings plus a general evaluation of
the toal concept with respect to the long range objective, appears valid
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and it is recommended PMCD give favorable consideration to the
occupational realignment and job conversions.
9. This occupational (review) study also serves to reaffirm
the current grade structure for journeyman and senior operating Tale-
communications Specialist (Generalist) positions at GS-09 and GS-10 levels
and has been concurred in by 0/C management.
Position Management Officer
25X1A
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Revised Telecommunications Specialist Title Definition
General Communications Series
GS-0392.00 - GS-0392.99
Code and Title of Positons Affected:
GS-0392.01 T Telecommunications Specialist (GS-l0 and Below)
GS-0392.02 T Telecommunications Specialist Supervisor (GS-l0 and Below)
Revised Title Definition:
Comprises positions the duties of tihich are to supervise or perform
communications work consisting of the processing, control, incryption and
decryption of security classified information and the transmission, receipt
and servicing of messages either in combined or separate operations when the
work requires skill or proficiency in the operation and maintenance of two
or more types of communications equipment.
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 POS I T I Of DH=SCR ION
T II I f roved-Por-eea 1 1~/R8/02 -:-CIA-R
Spl_
INITIATING
OFFICE
4. ORGANIZATIONAL TITLE OF POSITION (I( nny)
DD/A
Office of Communications
_,LGE;_lEPAL JOB SHE} T)._-.__
. DUTIES:
W/ I C l I I' I I ': A l ????
1. I'0;, I7 I(lt. N ,I N.N
PBS_QFOft 4 {Y 1,Q
,i. CO 1L
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A. EMPLOYEE
Under general supervision, serves as a Senior Telecornm Specialist responsible
for functioning as: (A) Operator incharge of a shall field communications center;
and/or (B) Senior Operator-o'f a functional or watch activity at a specified field
station. In these capacities, is responsible for independently accomplishing the
communications equipment operations, maintenance, control and message processing
project officials and/
or to provide technical advice, interpretation
and assistance on?.communications matters in general.
Supervises and/or operates total station communications equipment and circuit
facilities in the transmission, receipt and/or relay of traffic and other support
communications, including: Radio `.Teletype (RTTY-one time tape); Automatic Cypto-
graphic Equipment (Kw-26, KW-7, KG-13, KG-34, KG-78, etc. combined with RF Circuit
facilities); lux, lviodems, Secure Voice, Facsimile, Data, Video, Satellite, etc.
circuit equipment; Automatic Switch systems/devices-T~;ax, ACT, ARS; Teleprinters; and
Fast Manual and Semi-Automatic radio telegraph equipment circuits (Cw/OTP emergency
and backup).
Responsible for selection, setup, orientation, and switching of antennas as well
as tuning, adjusting and synchronizing signal exciters, transmitters, receivers and
associated teleprinter equipment pertaining to overall system operations. In instances
where local circuit carrier facilities are leased, conducts liaison with foxei i
c`ZSfrpariy'.officials on technical circuit problems, quality, outages, e.te. -
Responsible for maintenance, service, ands o e-rha>r1 of 'radio communications equip-
ment and the service and general repair of crypto equipment, patch panels, transmission
lines, electric power circuits, etc. 'V -
X -1 2" y 71
sno.nsible_for, the o?reration, maintenance and+ o-verhaul of cmergency power gener it
ating equipment.
PlesT)onsb1e for the performance of crypto duties, cable preparation, traffic con-
trol, m:essa:ce nrocessinv, routing, garbled and service message functions, preparation
of traffic/systems/circuit reports and statistics, maintenance records, and serves as
ie Crvnto Secuirty Officer.
Plans and e .ecut s s m1
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03'j2.O1
CERTIFICATION
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matters in support of agent operations.
Res io_.for the operation, service, and maintenance of Non-Offical Cover
Communications (NOCC) and Short Range Agent Communications (SRAC) equipment at the
station.
Interprets requirements, sets up equipment and conducts special intercept and/or
monitoring assignments.
Plans and operates D/F equipment./systems to support special target operations.
Plans for, sets up, tests, operates and maintains emergency CW and voice circuit
facilities.
Res~onsil)J the monitoring of special '.'.Guard" frequencies in support of the
Agency world emergency network.
Performs related duties as required.
II. JO OWLEDGES REQUIRED BY THE JOB:
The 1 Sx tion requires a thorough understanding of Agency, U.S.G. and commercial
world communications networks/systems routes/procedures. Requires a comtirehe.nsive
bac~_ round and. knowledge in a wide range of conventional, technical and specialized
Drnnunications methods, procedures, equipment and operating techniques, such as radio
receivers/transmitters, semi-automated and corm-.iunications computers, satellite facilitic
secure voice, data, facsimile, video, signal plans, propagation, antennas, crytographic
systems, teletypew,?rriters, message processing, traffic control, communications security,
emergency power generating units, and corrective and preventive maintenance related
to the various equipments.
Position requires skill in International Morse Code including ability to both
transmit and receive.
NOTE--The position requires a working knowledge of approximately'15 separate
occupational disciplines and the incumbent is expected to maintain proficiency in
each, namely:
Radio Operation-iHHanual and Semi-Automatic
GS-0389
Communications Relay Equipment Operation
GS-0390
Teletypist
GS-0385
Cryptographic Equipment Operation
GS-0388
Communications Computer Operation
CS-0332
Cable Analyst
GS-0305
Systems/Circuit Tech Control
GS-0392
Comm Satellite Terminal Equip Operation
GS-0392
Comm Satellite Tracking Equip Operation
GS-0392
NOCC/SRAC Equipment Operation
GS-0392
I,'onitor/DF/Intercept Operation
GS-0392
Electronic Technician
GS-0856
Utility Equipment Technician
GS-1601
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 r 11 Appr v c_~Pin P ea A /08/0 ;CIA-RDP81-001428000 110004-5
Cryptographic Security CS-0393
Records Analyst CS-034+
III. RESPONSIBILITY:
The position reports to a Tclecommunications Officer and or if_.he,_s_.assigned to
?a small station, he may report to COS or COB, etc.. As a senior Telecomr Specialist,
supervision is broak and in view of the technical background, the incumbent is ex-
pected to carryout communications assignments and 'clay to day operations with a min-
imum of guidance and to resolve most operating problems. The nature of work and
timely circumstance, lends itself only to spot check and/or disclosure of an error
at the receiving end after the fact. Therefore it remains with the incumbent to insure
accuracy. There are Agency Communications directives, operating manuals, network
guidelines, charts, cryptographic procedures, etc. available for reference purposes,
however most of these must be committed to memory in order to meet the work volume
and/or message processing time factors, priorities, etc. Equipment diagrams, service
charts and manuals are avail-able to aid in maintenance tasks.
IV. DIFFICULTY:
Communications operating activities are technical in nature and require the
application of a wide variety of occupational disciplines and associated equipment
procedural techniques. Further, the position is responsible for physical, personal
and cryptographic-security matters and the consequence of error is of substantial
,finitude in these'areas if improperly handled, applied, controlled or disposed of
salting in the exposure of Agency operations, revealing intelligence sources as well
as.could cause great embarrassment to the U.S. Failure to plan and operate even one
piece of equipment properly or to inaccurately adjust, synchronize, maintain and test
a device or module could prevent the station from communicating.
V. PERSONAL RELATIONSHIPS:
The post=ion involves personal contact with key Agency and other U.S. Oovernmen` X1C
25X1 officials including Office Heads, Division Chiefs, COS's, COB's,
etc. to discuss and interpret network procedures, explain message
routing, define priorities/time factors between stations and/or provide similiar
technical guidance on communications network support and channels throughout the
world. Further, the position entails occasional contacts with local foriegn govern-
ment and commercial firms concerning national/local communications regulations/re-
quirements, leased line/carrier service problems, etc.
25X1 Avi . ENVIRONMENTAL DZ!IAN,DS :
25X1
day week operating capability at such stations, resulting in irregular hours of work
---
IIVU ao LnLLill\..LL aU laav v.ivv Uaa-..+v ?~~-- \- ---
/
In cer aim situations the individual may be on call in order to maintain a 24 hour/7
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at times. Work is performed in confined/restricted access areas, requires consjderah c
walking/standing, must occasionally lift and carry equipment/testing d.ev.i+
work in a high noise level situation created by equipment operation, audible
signals, etc. The position also involves working around high voltage associated with
transmitters, antennas, power distribution panels, etc.
VII. OTHER:
The Agency field communications facilities and the individual operator personnel
frequently function as the sole source of regular communications and must be capable
of establishing and rendering complete communications service including independent
radio systems operations from any point in the. world through the Agency network.
In certain foreign countries where local/national communications carrier facilities
are available, reliable and of sufficient quality, they are utilized and leased as a
signal carrier. However, Agency communications personnel are still required to maintain
independent communications capability in the, event of local signal carrier failure or
station energencies/crises.
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 S. ORGANIZATIONAL LOCATION
Office of Communications
(GENERAL JOB SHEET)
Under general' supervision of a Telecomm Specialist Supervisor or a Telecomm
Officer, serves as a full journeyman Telecomrvn Specialist responsible for operating
a wide range of radio commo equipment and associated electro/mechanical and crypto-
graphic devices; accomplishes crypto processing and traffic control; performs trans-
mitter site attendant duties; performs equipment maintenance; and accomplishes related
com:r;dutics in support of staff, clandestine and special operations projects, including,'
combined Agency/U.S.G. circuit operations and facilities as required.
Sets,up, synchronizes and operates the full range of station/facility coinrunica-
tions equipment and circuits in the transmission, receipt and relay of traffic and
other support communications activities including: Radio Teletype (RTTY-one time
tape); Automatic Cryptographic Equipment (lor7-26, a7-7, KG-l3, KG-34, KG-78, etc.
combined with RF circuit facilities); Mux, P,Iodems, Secure Voice, Facsimile, Data,
Hideo, Satellite, etc. circuit equipment; Automatic Switch systems devices-N~AX, ACT,
ARS; Teleprinters; and Fast Manual and Semi-Automatic radio telegraph equipment circuit;
(dd/OTP emergency and backup) .
Selects, sets up, orients and switches antennas; tunes, adjusts and synchronizes
signal exciters, transmitters, receivers and associated teleprinter. equipment pertainin