POSITION EVALUATION DIVISION ANNUAL REPORT (1 JULY 1955 - 30 JUNE 1956)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000100090019-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 8
• Document Creation Date: December 9, 2016
• Document Release Date: June 27, 2001
• Sequence Number: 19
• Content Type: REPORT

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,:"ITION MAWA1TION DIVISION
A IWAL REPORT
SECTION 1
(1 July-1955 30 June 1956)
Major Ac cannplishments and Significant Development During
Fiscal Year 1956
The purpose of the Position Evaluation Program is to achieve
and maintain a sound occupational and salary structure for Agency
positions, This program, iii,ist provide for, equitable OIL salary align-
ment with compensation levels within and outside the Federal Govern-
ment and be responsive to the unusual job characteristics and employ-
ment situations encountered in'OIA,-Including recognition of the
Career Staff concept,.
Major work accomplished during.-the past year includes the
Occupational Handbook of Position
complete revision of the Agency
Titles and Codes, which defines and codifies all types of positions
in CIA; the review and classification approval of new and changed
Tables of Organization; position analysis surveys of occupational
and organizational nature; the development, coordination, and pub
licatlon of CTA Position and Qualification Star~lards; the processing
of individual position and personnel actions involving desk audit.
and evaluation of existing and proposed positions; the preparation
of staff studies in the field of salary and wage administration, or
related thereto,
A statistical summary of major activities is as follows:
POSITION ANALYSIS SURVEYS - Workload
COME
7ED
23%
Oaizatioi Rsaeon for Survey .12- Posit3ons_ Covered
Office of DCI Documentation
Su'
?ea
Office of
Comptroller -'~ lborgaa nation
Office of
Logistics lbaorganization
Sec rity
Rs , ew aiia -AReorganization
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f}rgan9z t3can
D D f S 1 O 1 :c4)
Medical Staff
Office of
Training
Office of
Personnel
Office of
Communications
reason for Survey No. Positions Co!e.
-ad
Review and Reorganization
Classification Review
Review and Reorganization
Reorganization and Documentation
NA Division
WH Division
SR Division
FE Division
EE Division
BE Division
PI Staff
Documentation
Documentation
Reorganization and Documentation
Documentation
Reorganization and Documentation
Reorganization
Documentation
. Sub-'
Office of Cen-
tral Reference Reorganization and Documentation
Office of
Operations Requested Review
Office of Scien-
tific Intelli.
genes Reorganization
Office of Research
and Reports Classification Review
Office of Basic
Intelligence Classification Review
TOTAL
POSITION AND QUALIFICATION STANDARDS .. Workload 6%
COWLETED AND/OR PUBLISI ED
Position Standards JWQ" Position Coversa
Published during period 8 _
Completed and being coordinated 5
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Interim Qualification Standards
Published during period
Completed and being coordinated
Standard Job De scpit ti ate
Completed and issued
PQ,gist cn O v_era
TOTAL _
REVIEW CF INDIVIDUAL POSITION AND
PE1 ONNEL ACTIONS - Workload 15%
Actions affecting assignment, reassignment, promotion, etc,
TABLE CF ORGANIZATION REVIEW AND DISTRIWTION Workload 23%
W ni No. 9Z Posit ons Puroose
DD/S Area Reorganization and Documentation
DD/I Area Reorganization and Documentation
DD/P Area Reorganization and Documentation
SPECIAL STUDIES AND STAFF SERVICES - Workload 24%
Preparation and coordination of regulations, policies, systems,
procedures, and studies relating to classification and compensation,
including an evaluation system for supergrade positions, promotion
and assignment policies and regulations, a premium pay instruction,
a manpower control study, etc? Provision of staff support and assist-
ance on position evaluation problems operating components.
Total Major Studies During the Period - 10
Overhead, including supervision and on-the-job training, is
pro-rated among the preceding activities,
Approximately 5% of Staff time was spent on detail to PAD and
PPD for performance of recruitment and placement activities,
The remaining 4% of time was occupied with formal training with
in the Office of Personnel and the Office of Training.
SECTION 2, Objectives for Current Year and Status of Current Program
(1 July 1956 - 30 June 1957)
A. Position Analysis Surveyst
Surve are currently in process in all major components
of the Agency? firing the current year survey objectives are as
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Office of Personnel
Office of Comptroller
Office of Training
Office of Logistics
Office of Commmications
p2 & ea
FE Division Headquarters
SE Division
FI Staff
D ',2a,
Office of Scientific Intelligence
Office of Current Intelligence
Office of Central Reference
Office of Research and Reports
Office of Operations
of Pos tions
Sub-Total
Sub-Total
TOTAL
B. Position and Qualification Standardst
The current status and objectives of the standards pro-
gram are as follows:
P sitionSandat 1s
I Final. Draft In Process
5
t8 im ual jication Standards
PrgRgLeA
4 5
IREMU Proposed Ne tan arils
29 30
Prol)oSed R@V g on8
38
Further revision of the Agency Occupational Handbook of
position titles and codes is anticipated.
welawhe
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Review of Individual Position and Personnel Actions:
There is no current backlog of position and personnel actions.
Future actions will be given prompt attention, Extension of the survey
program, it is hoped, will keep individual actions at a minimum, and
provide correspondingly increased Staff time for other activities. It
is estimated that approximately 1,000 actions will be reviewed.
D. Table of Organization Review and Distribution:
Approximately 40 TIC requests are in process of review and
approval. Assuming continuance of the current rate of requests, this
category will continue to occupy a substantial portion of Staff time.
At the current rate.. T/O requests covering approximately posi-
tions will be processed.
E. Special Studies and Staff Services:
Six major studies are in various stages of completion. Such
studies require a major portion of Staff time, particularly at the
Branch and Division Chief level, in view of the numerous policy questions
involved and the resolution of numerous problems by conferences and task
forces. It is anticipated that such studies will continue to occupy a
substantial portion of Staff time. Approximately ten major, studies will
be conducted, based on current activity..
F. Other Objectives:
During the current year continuing effort will be made to
improve the existing compensation and position evaluation system in the
Agency. Improvements wil.1 utilize information and experience gained
from our research study of compensation systems elsewhere in government
and industry, from the test application of the "Staffing Complement-
Development Complement Flexible T/0' system, in CO IO, and from position
surveys and staff studies which we have conducted or are conducting.
Our primary objectives are: (1) To. provide equitable compensation
sufficient to attract and retain individuals of the types and occupy-
tions required by the mission of the Agency, (2) To provide sufficient
flexibility to facilitate the personnel management functions of supervisory
operating personnel, with particular reference to rotation problems, (3)
To provide sound justification for classification levels and consequent
expenditure of funds for personal services, (4) To provide an adequate
salary control system, and (5) To provide a sound basis for the efficient
utilization of personnel and for the establishment of emergency require-
ments, through occupational analysis of positions.
SECTION 3. Program Outlook for Budget Year (1 July 1957 - 30 June 1958)
A. Position Analysis Survey Program Planet
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Surveys during the budget year will be directed toward
the goal of achieving complete coverage of Agency positions.. There-
after, we propose to establish a periodic, possibly annual, review of
all positions in the Agency, to insure the maintenance of current job
information on all positions. As in the past, all practical simplified
methods will be used to achieve this goal, including modification of
existing descriptions, the use of standard position descriptions
where applicable, the use of the identical additional technique, etc.
Surveys are expected to cover approximately positions. 25X9A2
B. Position and Qualification Standards Program Plans:
The standards program will be directed toward the goal
of achieving relatively complete coverage of all Agency positions.
Standards will continue to be written as concise, flexible and
comprehensive as possible, in order to provide ease of application
as well as equity. It is anticipated that ten to 15 position stand-
ards and 30 interim qualification standards will be developed, Revi-
sions of existing standards will continue,
C. Individual Position and Personnel Action Program Plans:
During the budget year, individual position and per-
sonnel actions will be processed as promptly as possible. The increas-
ing coverage of positions by surveys will, it is hoped, reduce the
volume of such actions and provide correspondingly increased Staff
time for other activities, It is estimated that approximately 1,000
actions will be reviewed,
D. Table of Organization Review and Distribution Program
Plans:
This major category of work will continue to require
attention of the Division, in order to maintain current information
on organization and staffing. Complete coverage of Agency positions
with position descriptions should simplify the processing of T/0
changes,since relationships to previous organizations will be clearer?
At the current rate, T/O requests covering approximately posi- 25X9A2
tions will be processed,
E. Special Studies and Staff Services Program Plans:
Special studies will undoubtedly be required to improve
the Agency Position Evaluation and Compensation Program, Emphasis
will continue to be in the direction of achieving greater equity and
flexibility, combined with sound justification of actions and adequate
salary control. Other studies cannot be anticipated, but presumably
will include further revision or refinement of the supergrade evalua-
tion system, the competitive promotion and assignment system, Exec-
utive Pay plans, wage administration, and pay for specialized scientific
and professional positions, in view of the continuing nature of the
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problems involved. Approximately ten major studies will be conduct-
ed, based on current activity,
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