MAJOR ACCOMPLISHMENTS AND SIGNIFICANT DEVELOPMENTS DURING PERIOD 1 JULY 1955 THROUGH 30 JUNE 1956

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000100090013-2
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: June 27, 2001
• Sequence Number: 13
• Publication Date: June 30, 1956
• Content Type: REPORT

Approved For Release 2001/08/07 : CIA-RDP80-01826R000100090013-2
Approved For Relea Mwf /07 : CIA-RDP80-01826R000100090013-2
 Approved FWRelease 20 n _TCIA-RDP80-018VR000100090013-2
MUM ACCOMPLI H AND SIGNIFICANT DEVELO
~
.TM! 1- THROUGH 3O JUNE l
DURING PERIOD
A. A year ago, the Personnel Assigmnent Division noted among
its principal objectives
1. An increase in direct support to offices and Career
Boards;
2, Expediting reassignments and filling vacancies;
3, Emphasizing the Fitness Report Program;
4. Handling marginal performance cases;
~. Applying qualifications requirements consistent with
Agency standards.
Today, we reaffirm these goals and believe that substantial
progress has been made in their accomplishment. Our basic
goal has been, and will be, to service our users. By services
we mean the provision of help in the formulative stages of
personnel decisions rather than "rubber stamping" the paper
action at a later date.
Be Currently all PAD Placement Officers are more closely
identified with activities by their being located, on a part
time arrangement, in the office or offices they service.. This
affords a more direct support and enables them to get into eases
during the fcmmulative stages rather than after Career Board
action when, in most eases, it is too late.
C, The "In-Casual" problem has greatly diminished during the
past year due to the concerted efforts of our Placement Officers
to diplomatically force a decision by an Office or Board. In
addition, these Officers are continually policing the Field Re-
assignment Questionnaire Program and requesting a follow-up an
those that are delinquent.
Another part of the reassignment picture is that of per-
sonnel who seek reassignment because of being dissatisfied, need
a change in work or environment, or many other reasons, Within
one Branch of PAD we established a position of Reassignment
Officer. While it is still too early to predict complete success
all indications point to such. With one Officer in charge of this
program, plus the assistance of the appropriate Placement Officer
we should be much more effective in this particular field.
Approved For Release 20( T CIA-RDP80-01826R000100090013-2
 Approved FV(Release 2009
CIA-RDP80-01 MR000100090013-2
Through this consolidated program we are trying to break down
the skepticism against "reassignment cases" by such means as
personalized discussions with individuals and Personnel Officers
(in lieu of shopping files), being honest on marginal aspects of
performance, determining and reporting the bad as well as the
good aspects about individuals, preparing resumes of individuals
backgrounds, and keeping the individuals currently informed on
the progress of their cases.
The Fitness Report Program is progressing satisfactorily
and the percentage of delinquencies has decreased noticeably.
All Fitness Reports indicating sub-marginal performance are re-
ported to the Director of Personnel and they are reviewed firth
the rating official and Career Board to ascertain remedial action
to be taken.
Be The handling of marginal performance cases has presented
numerous problems. There has been success in bringing perform-
ances up to acceptability or better by reassignment, frank dis-
cussions between employee and supervisor, and warning memoranda.
There appears to be no magic formula to be applied. However, by
our efforts many are being resolved satisfactorily and it is
hoped that continued improvement will be shown. When adverse
action appears imminent PAD notifies the Director of Personnel.
Fa By applying qualification standards currently being written
by PED and concurred in by the Operating element, plus a certain
amount of flexibility in interpretation, we feel that we can
continue to raise the quality of all of our new employees. In
addition, by these standards, Fitness Reports, and a more careful
objective review by all concerned, promote only those who are de-
serving of favorable consideration.
Go A staff study was completed and approved on the revision of
the Qualifications Analysis Branch Machine Records Card System.
This revised system, coupled with the follow-up system.. Form 193
for applicants and Form 444E for employees, will provide the
Office of Personnel with better and more up-to-date information
on applicants and employees. Studies and surveys bf this type
are constantly taking place to explore any and all types of
changes or modifications required to further improve the system.
During the reporting period a survey was made of the coding
system used by Army, Navy, Marine Corps, Air Force, Labor and
State Departments. As a result of this survey, and research com-
pleted by QAB employees, a comprehensive composite code to be
Approved For Release 29MAW: - P8 -D182 Rb00100090013-2
 Approved F *'Release YiiJ 77 : CIA-RDP80-01> 000100090013-2
utilized in conjunction with the new supplement and card system
is now being completed.
I. The responsibility for coding the new Fitness Reports.. as
well as one position, was transferred to the Office of Training.
J. The "Out Placement" service in the Counseling Branch reached
new heights of accomplishment during the past year. It is now
recognized as an important function of our services and has proved
quite worthwhile in several problem dispositions-type cases. This
assistance was rendered to 72 individuals whose separations, in
most cases, were effected for the convenience of the Government.
The Counseling Branch in general has been quite active in
assisting Agency personnel in the solution of personal, job-ad-
justment, and kindred problems which stem from on or off the job
situations. They encompass all matters which have a bearing on
individual or group morale, employee productivity and overall
satisfaction with the Agency in general and the employee in
particular. The Branch handled 459 individual cases during the
past year, many of which necessitated several interviews and
extensive follow-up.
L. An allied responsibility of the Counseling Branch is the
handling of the cases considered by the Agency Disposition Board.
The Executive Secretary of the Board is a member of the Division
and most cases are referred to this individual to implement the
decision of the Board. The Board considered 18 cases during the
past 12 months.
M. The clerical situation over the past year followed its usual
pattern by having excess at times and a dearth at other times.
Generally, however, the situation was an improvement over past
years. From 1 July 1955 to 30 June 1956, new employees enteted
on duty in the Interim Assignment Section. Of this number m
were true clericals,ere professional, and were messengers,
couriers, IBM operators etc. During their time in the IAS these
employees contributed man hours on unclassified work pro-
jects.
25X9A2
25X9A2
Approved For Release 20 ,3 w CIA-RDP80-01826R000100090013-2