(UNTITLED)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000600080023-7
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 7
• Document Creation Date: December 9, 2016
• Document Release Date: July 5, 2000
• Sequence Number: 23
• Content Type: REGULATION

Q~ DRAFT
24 Jul 1975
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24. MANAGEMENT OF SPECIALLY QUALIFIED SCIENTIFIC (SPS) PERSONNEL
a. GENERAL. Many areas of scientific research and development are
critical to the fulfillment of high priority national intelligence
requirements, and involve scientific disciplines that are dynamic
and evolutionary as evidenced by a rapidly expanding and changing
body of knowledge and emerging technologies at or beyond the state
of the art. The following sections prescribed the general policies
and responsibilities pertaining to the Agency's personnel management
and pay administration system for personnel assigned to selected
scientific positions associated with areas characterized above.
b. POLICY. It is Agency policy to attract, motivate, and retain highly
competent scientific personnel. Within this Agency pool of scientific
personnel resources, a small percentage of such individuals will be
governed by the provisions of a management and pay system which pro-
vides for a Scientific Pay Schedule and specially designated scientific
(SPS) positions.
c. SPS EMPLOYEES AND POSITIONS. It is expected that SPS employees will
be specialists in the sciences of mathematics, electronics, chemistry,
engineering, or physics, or the behavioral sciences and will occupy
one of the following three categories of SPS positions:
(1) Scientific advisor to line management of a scientific research
and/or development organization that engages in either (a) explor-
atory research resulting in the discovery of new concepts,
phenomena and theories that provide the genesis for the develop-
ment of new technologies applicable to the intelligence process,
(b) application of new technological advances in the design,
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development and fabrication of prototype hardware/software
systems, equipment, devices and techniques for intelligence
purposes or (c) analysis, evaluation and production of foreign
scientific intelligence, or
(2) Team Leader, Project Manager or first line supervisor responsible
for the technical management of research projects which are
within the framework and totality of an office-wide research
program and as characterized in (1) above, or
(3) Combined advisory and technical manager positions with responsi-
bilities related to major scientific programs.
d. DESIGNATION OF SPS POSITIONS. Each Scientific Pay Schedule (SPS)
position will be designated on organizational staffing complements
by the normal title and occupational code used for comparable General
Schedule (GS) positions, with the prefix "SPS" but excluding GS grade
level equivalents, e.g., Physicist SPS-1310.04-00.
e. PAY RATES. The pay range for personnel assigned or promoted to SPS
positions will be from the minimum rate of GS-16 to the highest rate
of GS-18. Pay steps within the Scientific Pay Schedule will be equated
with pay steps for GS-16 through GS-18 as indicated below:
Scientific Pay Schedule General Schedule
Steps (1) through (4) GS-16, Steps 1 through 4
Steps (5) through (8) GS-17, Steps 1 through 4
Step (9) GS-18
Pay applicable to SPS step rates will be automatically adjusted on
the basis of any future changes in the corresponding GS step rates.
There are no prescribed time-in-grade requirements for promotion
within the SPS range.
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f. QUALIFICATION REQUIREMENTS FOR SPS POSITIONS.
(1) Individuals considered for assignment to Scientific Pay Schedule
positions must show that they have had at least seven years of
broad and significant experience in the major scientific field
related to the position, e.g., physics, chemistry, electrical
engineering, medical, biological. This experience may have been
obtained in Government, private industry, academic institutions,
professional societies or organizations, and must clearly show
that the individual possesses a comprehensive knowledge of the
principles in administering scientific programs or in conducting
research or consultation. Factors which are considered are
academic background, publications of the applicant, activities
in professional societies, general reputation in the scientific
field, and present salary.
(2) At least three years of the total experience must reflect that
the individual possesses (a) ability of a very high order to
plan, organize, direct and coordinate research or other scien-
tific programs of major importance; or (b) exceptional ability
to plan or conduct research or to produce analytical results of
a very high order in the specialized branch of the scientific field.
g. RESPONSIBILITIES OF THE DIRECTOR OF CENTRAL INTELLIGENCE. The
Director of Central Intelligence will
(1) establish SPS position ceilings for the Agency and for each
Directorate within the overall Agency staff manpower ceiling
authorized each fiscal year by the Congress and the Office of
Management and Budget.
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(2) authorize increases in the Agency ceiling for SPS positions
with the approval of the Office of Management and Budget;
(3) approve establishment of SPS positions within authorized ceiling;
(4) approve appointments and assignments to SPS positions;
(5) approve promotions from SPS step 4 to step 5 (equivalent to
GS-16/4 to GS-17/1) and from step 8 to step 9 (equivalent to
GS-l7/4 and GS-18/1).
h. RESPONSIBILITIES OF DEPUTY DIRECTORS. Deputy Directors will
(1) recommend to the Comptroller estimates of SPS positions and
personnel and aggregate pay authorizations required, for their
respective areas as a part of budget submissions and, when
necessary, recommend any revision thereto;
(2) recommend appointments and assignments to SPS positions, with
desired salary rates, through the Director of Personnel, to the
Director of Central Intelligence for approval;
(3) recommend promotions from SPS step 4 to step 5 and from step 8
to step 9, through the Director of Personnel, to the Director
of Central Intelligence for approval;
(4) recommend promotions to SPS steps 2 through 4 and 6 through 8
and submit to the Director of Personnel for approval and pro-
cessing.
i. RESPONSIBILITIES OF THE DIRECTOR OF PERSONNEL. The Director of
Personnel will
(1) determine that proposals for SPS positions included in staffing
complements (se I are consistent with the mission and
functions of an activity and require personnel with special
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scientific qualifications of a level embraced by the salary
structure of the Scientific Pay Schedule;
(2) assist Deputy Directors in the recruitment and internal selection
of qualified personnel to fill SPS positions;
(3) document and evaluate the qualifications of proposed assignees
and candidates for promotion in coordination with the appro-
priate Deputy Director;
(4) determine appropriate individual pay rates, placing emphasis
on the qualifications and capabilities of the individual as
they impact upon the scope and responsibility of duties to be
performed;
(5) ensure that the Directorate ceilings for personnel in SPS
positions are not exceeded, and attach a certification to this
effect to every request forwarded to the Director of Central
Intelligence for approval;
(6) establish SPS positions on staffing complements upon approval
of the Director of Central Intelligence;
(7) recommend action to the Director of Central Intelligence on all
appointments, assignments, pay schedules, and promotions of SPS
personnel from SPS step 4 to step 5 and from step 8 to step 9;
(8) approve promotions to SPS steps 2 through 4 and steps 6 through 8,
submitted by Deputy Directors, and process appropriate actions;
(9) approve intra-Directorate transfers and deletions of SPS positions.
RESPONSIBILITIES OF THE COMPTROLLER. The Comptroller will
(1) review budget submission estimates of scientific personnel
requirements to determine consistency with approved Agency
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 CONFIDENTIAL
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missions, programs, overall personnel ceilings and budget
considerations;
(2) recommend approval to the DCI of requests for reallocation of
SPS ceiling between Directorates. Forward recommendations to
the DCI for increases in ceiling for scientific personnel which
would be in excess of the Agency SPS ceiling.
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SEND WILL CHECK CLASSIFICATION TOP AND E TOM
UNCLASSIFIED jL CONFIDENTIAL SECRET
OFFICIAL ROUTING SLIP
TO
NAME AND ADDRESS
DATE
INITIALS
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JIM
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ACTION
DIRECT REPLY
PREPARE REPLY
APPROVAL
DISPATCH
RECOMMENDATION
COMMENT
FILE
RETURN
CONCURRENCE
INFORMATION
SIGNATURE
Remarks :
This went out for informal coordination with
Comptroller and 9%T. gave me his
comments over the telep one on the copy with
Frank in green).
S&T wants to take out one of the big factors...
7 years experience... and I've given it to
Frank to take up with Janney.
Once all settled, he'll give to jrou and we
can go to press.
Mary
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FROM: NAME. ADDRESS AND PHONE NO.
DATE
UNCLASSIFIED CONFIDENTIAL
SECRET
FORM NO. 237 Use previous editions
t-67
(40)
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