REVISION OF THE (Sanitized)SERIES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP83-01004R000200010002-0
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 22
• Document Creation Date: December 9, 2016
• Document Release Date: June 18, 2001
• Sequence Number: 2
• Publication Date: November 4, 1976
• Content Type: MF

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111114 Swiltd 4 I L.
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MEMORANDUM FOR: Chief, Positions Management & Compensation Division
STATINTL FROM
le f, Review Staff, OP
SUBJECT : Revision of the HR Series
STATINTL
STATINTL
1. The DD/A has tasked the Office of Personnel with reviewing
and datin 11 of the HR series of regulations cflT
FY 7 . o accomplish this objective we request that you review the
regulations that pertain to your work (see attached list) and submit
any proposed changes, deletions or additions, to the Review Staff by
17 December 1976.
2. Please review the regulations for substantive changes should
new policies have evolved, and for editing changes as the content may
not be complete or too unclear to be fully understood. Other considera-
tions to be taken into account in your review are the references to
the sex of employees in the text and the classification of the regula-
tions. The classification should be downgraded or declassified as
much as possible by a close scrutiny of the regulations content and by
Changing key words or phrases, e.g. Staff A ent ma be o
personnel or staff employee. Also,
should be reviewed and updated at t e so a we can main-
tain a consistency of policy application.
STATINTL
3. Please forward your response through your Deputy Director
for concurrence in any recommendations. Coordination of this review
among the various Office of Personnel components and within the DDA
will be accomplished by the Review Staff. In order for us to cope
with the massive coordination effort involved in this project, please4
do not hold the regulations until all have been reviewed, but return
them to us individually as_they_are comp1ete412Tj,917.:W_thP deadliPP,
date.
STATINTL
STATINTL
Att.
N.B. When only simple changes in the regulations are recommended, such
as name changes, an appropriate notation in the margin of a copy
of the regulation is all that need be forwarded by your office.
Review Staff is responsible for retyping the entire HR
series before submission to Regulations Control Branch.
Approved FF,Wvalse-2.01;?1,(4/97 : CIA-RDP83-01004R000200010002-0
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Remarks:
FOLD HERE TO RETURN TO SENDER
FROM: NAME, ADDRESS AND PHONE NO.
DATE '
C/Review
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1-67 G
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STATOTHR
STATINTL ?
IIIII' Approved For Rel Ia2se 2 00010002-0
(Copies also to C/PMCD and C/PMCB)
6 January 1977
The attached regs pages from HR
were extracted from the report. The revisions
appear in order for upd
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STATINTL
STATINTL
Approved Fax.Release 2001/08/07 : CIA-IMPAIWROTIO200010002-0
HR
ORGANIZATION
.r f. OFFICE OF PERSONNEL
(1)
position
(2)
Administer the Agency
position management,classi-
fication and compensation
program, including the conduct
of periodic surveys to insure
the currency of individual
position evaluation and
position structure as a
whole,
. . 25X1A
MISSION. The Director of Personnel is responsible for developing and
recommending Agency policies, standards, and procedures for personnel and
management; for guiding and evaluating personnel management action
by the Career Services and operating components; for authenticating.
recording, and reporting Agency position requirements and personnel
transactions; for operating an Agency recruitment program nationwide;
and for operating central benefits and services programs of common
concern.
FUNCTIONS. The Director of Personnel will
(a) conduct research and make statistical and analytical studies pertinent
to Agency personnel management and develop and recommend policies,
standards, and procedures for personnel management in the Agency;
(b) operate a system of nationwide recruitment to include the initial
evaluation and ultimate appointment of new personnel;
(c) .make all initial assignments of personnel, operate a system for holding
new personnel for eventual assignment, and make such reassignments
as require central coordination and control;
(d) prepare individual contracts when personal services are obtained
through contractual relationships, and execute contractual agreements
for the covert support of operations;
(e) authenticate official position and personnel action documents and
maintain official current and historical personnel records and a re-
pOrting system to serve Agency managers;
(f) advise and assist Heads of Career Services and Operating Officials on
matters of personnel management;
(0/conduct periodic surveys to evaluate the organization and classification
of Agency positions;
(h) consolidate and analyze the Annual Personnel Plan and Personnel
Development Program reports of the Career Services for presentation to
the Director;
(I) administer the CIA Rethement and Disability System and the internal
applications of the CSC Retirement System and provide secretariat
services and administrative support to the Retirement Board;
(j) provide a program to assist prospective retirees in preparing for and
obtaining post-retirement employment and to furnish prospective
resignees with possible sources of new employment;
(k) review and make recommendations when involuntary separations
are contemplated, and process all separation actions;
(1) Not Used
(m) administer the Agency Suggestion and Invention Awards Program and
provide secretariat services and administrative support to the Honor
and Merit Awards Board;
(n) establish special monetary allowances and differentials for overseas
personnel as required;
(o) administer the Agency overseas medical benefits program and exercise
the authorities provided the Agency by the Missing Persons Act, as
amended;
(p) provide a processing service in cooperation with other support corn-
ponents to assist personnel performing official travel; arrange for
-. Revised:
30 January 1975 (855)
CONFIDENTIAL
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Appeoved For Rs
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AUDIT
1. AUDIT OF AGENCY ACTIVITIES
14 a-
b.
STATINTL
(1) review the most
recent position manage-
ment survey conducted by
the Office of Personnel;
(2)
(d)
STATINTL
HR
POLICY. The Agency will provide audit facilities and services to ensure a
final and independent audit or audit review of components, installations,
programs, and activities consistent with audit standards and requirements
promulgated by authoritative audit and management offices of the Govern-
ment, and with the guidelines set forth by the Director of Central Intelli-
gence. Only the Director of Central Intelligence may exempt an Agency
activity from audit.
RESPONSIBILITIES
(1) The Audit Staff of the Office of the Inspector General is responsible
for the examination and appraisal of policies, systems, procedures, records,
and reports relating to programming, budgeting, accounting, procure-
ment, and supply; and, other operations having an impact on the ex-
penditure of funds, use of resources, or effective accomplishment of
Agency objectives.
(2) The Chief, Audit Staff will:
(a) Prepare an annual audit plan developed in coordination with pro-
gram officials. The plan will cover all Agency activities subject to
audit, the activities and locations selected for audit with assigned
priorities, the reasons for their selection, the audit period, the scope of
audit coverage, the management benefits anticipated from the _audit,
and evidence of coordination with the Comptroller or the appropriate
Deputy Director on the selection of subject matter for management
audits.
(b) Direct the performance of planned audits of headquarters com-
ponents, field installations, and related pro-
grams and projects. Dependent on the scope of audit coverage outlined
In the audit plan, determine whether:
(1) Financial operations are properly conducted, financial reports
are presented fairly, and compliance with laws and regulations
has been achieved.
(2) Agency resources are managed and used in an economical and
efficient manner.
(3) Desired results and objectives are being achieved in an effective
manner.
(c) When an audit is planned which enCompasses elements of sub-

all audit findings and
recommendations
relating to posi-
tion management
and manpower
utilization.
paragraph b(2) (b) (2) and/or (3) abb-ve-,jaugment the audit team
where necessary with an individual or individuals with appropriate
experience in the technical field or operational area to be reviewed.
These individuals may be drawn from either the inspection Staff, the
directorate involved, retirees, or outside consultants, and should be
Independent of the program under review. Individuals selected for
augmentation of audit teams will be appropriately cleared with the
Deputy Director concerned.
eport the observations and recommendations resulting from audits
(e)t0 Agency officials responsible for taking actions, and to other
" 'responsible or management officials as may be appropriate.
(0 Follow up recommendations when necessary to assure that appro-
?priate action is taken, and report to the Director of Central Intent-
irigerice through the Inspector General any recommendations that
are not being resolved satisfactorily at operating levels.
Coordinate with the
Director of Personnel (9) R
-.Revised: 3 June 1975 (882)
ADMINISTRATIVE?INTERNAL USE ONLY
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STATINTL
AUDIT
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) Determine the need for site audits of projects involving Agency
Instrumentalities (see and engage or approve the public
accountants to be used In those cases where cover or other reasons
preclude the use of Agency auditors. Before instituting a site audit
the Chief, Audit Staff will obtain:
(1) Concurrence on the use of either Agency auditors or public ac-
countants from the, office controlling the operational phases of
the project, and from the offices having security, commerical, and
? cover responsibilities.
(Z) Appropriate security clearances from the Office of Security If
' public accountant i are to be employed.
Direct the audit of all Agency-sponsored activities not funded by
public appropriations, such as the Credit Union, the Employee Activity
Association, the Voluntary Investment Plan, and employee health
.and insurance programs.
(3) Deputy Directors and Heads of Independent Offices are responsible for
assuring that offices and personnel under their jurisdiction:
(a) 'Assist and cooperate with the Chief, Audit Staff and his representa-
tives in carrying out their responsibilities.
(b) Reply to audit recommendations within 60 days.
(c) Obtain concurrent of Chief, Audit Staff before employing public
accountants for audit purposes.
.01) Provide that all fees and expenses for audit services of public ac-
- countants will be paid by the project or activity audited.
t+ (e) Coordinate on the selection of subject matter for management audits.
?1:
2 ?.Revised: 3 June 1975 (382)
ADMINISTRATIVE?INTERNAL USE ONLY
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RECOMMENDATION
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INFOR ATION
SIGNATURE
Remarks:
FOLD HERE TO RETURN TO SENDER
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USGPO: 1976- 202-953
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STATINTL
/08/07 : CIA-RDP83-0100414131e0200010002-0
(Copies also to C/PMCD and C/PMCB)
6 January 1977
As art of our review of regulations we went through
STATINTL all the Series to see if there were PMCD related
changes, a ns deletions, etc. needed. The attached
?a 'es from
STATINTL a con am n min
which we feel appropriate. Please note that in all these
res we have concentrated only on those things PMCD and
have not tried to correct other specialities.
4r,
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STATINTL
ILLEGIB
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PERSONNEL
CONFIDENTIAL
SECTION I: GENERAL
HR
25X1A Li
1+1. PERSONNEL ADMINISTRATION
a. GENERAL. It is Agency policy to have a personnel management system that
Is responsive to the changing needs of the Agency and the intelligence pro-
fession. Within the personnel management system, the following principles
will be applied:
(1) Adherence to Federal personnel policies and statutory requirements ap-
plicable to Agency activities
(2) Equitable treatment of Agency personnel
(3) Open' and full communications in the conduct of the Agency's personnel
business
(4) Effective and economical use of manpower resources, through systematic
personnel planning, goal setting, and integration of personnel..and financial
7
management posi tion
(5) Maximum personnel usage and development consistent with Agency require-
ments
(13) Advancement of the m
(7) Separation of those who are eith??adequate in performance or, as cir-
cumstances require, ire in excess to the needs of the Agency
The personnel system will be designed and administered in a way that will
provide flexibility in meeting component needs while ensuring full consideration
of the Agency's mission and objectives.
? "
b. PERSONNEL RESPONSIBILITIES. Personnel management is an integral part
of overall management and a primary responsibility of all individuals who
plan: direct, or supervise the work of Agency employees. The Director of Central
Intelligence has the ultimate responsibility for personnel management within
the Agency. Much of the authority given the Director regarding personnel
matters has been delegated to the extent compatible with the provisions of
law and in accordance with the regulations as follows:
( TIC.1_e.S.LA Management gornm?iti7e-Avill review the operation of the personnel
system in the directorates and consider proposals concerning new objectives,
programs, and recommendations for action to the Director. .
(2) The Director of Personnel is responsible for the formulation of Agency
personnel management goals, policies, and programs. He provides leadership
for improving the effectiveness and flexibility of personnel management
and assuring its consistency among the various Career Services of the
Agency while at the same time giving due regard to their differing needs.
(3) The Director's designated representative and each of the Deputy Directors
are Heads of their respective Career Services and are responsible for the
application and functioning of the Agency's personnel program as it applies
to employees under their career jurisdiction. They will exercise the follow-
ing specific career service responsibilities:
(a) Develop and disseminate uniform promotion criteria.
Approved For Relea_Ifte2ON.ONOluiip16,?142?-01004R000200010002-0
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CONFIDENTIAL
PERSONNEL
- HR
25X1A
re. PERSONNEL OBJECTIVES. The recognition of common objectives gives mean-
ing and direction to the Agency's personnel program, provides a basis of judge-
ment for setting policies and areas of emphasis, and serves as a coordinating
force to the Agency's personnel activities. The following are basic objectives:
(1) To recruit within the full meaning of equal employment opportunity
policies the best qualified individuals who have demonstrated ability or
potential for development to serve present and future personnel require-
ments.
(2) To maintain standards of conduct which expect employees to work to their
full ability, to maintain a spirit of cooperativeness in their work, to be
willing to serve the Agency's needs wherever and whenever required, and
to adhere to exemplary standards of behavior in their private and official
lives.
(3) To provide employees with
(a) opportunities for making the best use of their training and experience;
(b) avenues for employment and advancement on the basis of ability and
performance;
(0.44patijoie-reoir-ernt equal pay for substantially equal work
(d) an environment VA tt1211i0hPalMailailngimBMAY gg-4' orntunities
and job satisfaction commensurate with their individual skills, abilities,
and contributions.
(4) To operate an Agency-wide evaluation program for determining those
employees with the most and least potential and to identify those em-
ployees who fail to meet current work requirements or suitability standards
and to separate equitably those whose continued employment is not in the
national interest; and
(5) To foster close and open communications between Agency officials and
employees.
?-Pppr.clved For Realliams&ROyOjai i991AMP83-01004R000200010002-0
CONFIDENTIAL
2.1
25X1A Approved For Release 2001/08/07 : CIA-RDP83-01004R000200010002-0
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? Nib" '
CONFIDENTIAL
(
PERSONNEL
HR
25X1A
-? 13. SPECIAL CONSIDERATIONS IN HIRING OR USING THE SERV-
ICES OF CERTAIN INDIVIDUALS
?
a. RETIRED AGENCY EMPLOYEES, OTHER RETIRED U.S. GOVERNMENT
CIVILIAN EMPLOYEES, AND RETIRED MILITARY OFFICERS
(1) POLICY
(a) Retired Agency employees, other retired U.S. Government civilian em-
ployees, and retired military officers, whose retirement is based on
service may be hired to meet only those requirements that cannot be
filled either by the internal reassignment or training of on-duty per-
sonnel, or by the recruitment of new employees who are qualified and
who may be expected to serve a considerable number of years with
the Agency.
(b) A retiree whose retirement is based on service and who is being em-
ployed in staff status will be given either a temporary or reserve
appointment as defined in HR 3C'lle appointment, including any25xi A
. renewals or extensions, may not extend the duration of the retiree's
employment beyond the month in which he attains age 60.
? (e) When a former civilian Government employee who retired for length
of service is reemployed, his annuity normally continues but his salary
Is reduced by the amount of the annuity received. Employees who re-
tired under the provision of HR and who at a later date are25xi A
recalled to duty under the provision oX HR will be paid th.e25xi A
full salary at ? the grade in which they are serving in lieu of their
?- annuity. Should a civilian annuitant be hired under contract, such
contract will be written for a term of not more than one year and will
contain a 30-day ,termination clause. The following will apply in the
negotiation and administration of the contractual relationship:
(I) Contract Employee. The salary to be paid will be negotiated with
due regard to the qualifications of the individual and requirements
posi tjonTtErtaosionenteert. However, in no case may the combination of
salary plus annuity computed on an hourly basis exceed the grace
and pay step that provides an hourly rate of pay closest to K1
percent of the current salary of the annuitant's grade and step
at the time of his or her retirement.
(2) Independent Contractor
. (a) The contractual fee paid an annuitant under an independent
contractor agreement will be determined by the nature and
value of the services to be rendered except that total remu-
neration paid to an individual during a contract year may
not exceed 90 percent of the current salary of the grade anti
step held by the annuitant at the time of his retirement. Total
? remuneration means the individual's annuity plus all amounts
authorized to him resulting from the contractual relationship
Including any amounts authorized under subparagraph (b)
below.
(b) Unless there is a clear and overriding operational justifica-
tion, no housing expense, cost-of-living expense, or other
. payments in the nature of the perquisites commonly accorded
employees will be authorized.
(c) Operational expenses must be specifically authorized in ad-
vance by the appropriate authority.
-,Revised: 13 March 1975 (857)
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?
SECRET
PERSONNEL
r (i)
. HR
H3M"
(k) Although staff employees are expected to sever active connecticns with
the Agency upon retirement, there may be instances in which continua-
tion in service under contract after retirement is necessary or clearly
in the best interests of the Agency. The use of retired annuitants under
contract is governed by policies specified in
25X1A
(1) Not used.
. (m) Contracts providing for basic compensation at a rate which, if pro-
jected on an annual basis, would exceed the maximum annual rate
for a GS-15, will not be executed without the approval of the Director
of Central Intelligence. All such requests will be forwarded through
the Director of Personnel for his recommendation.
C. RESPONSIBILITIES
(1) THE DIRECTOR OF PERSONNEL will 25X1A
(a) formulate contract personnel management policies and procedures and
provide guidance in improving the effectiveness and flexibility of the
program within the Agency;
(b) monitor contract personnel management to assure consistency among
. the directorates while giving due regard to their differing needs;
(c) provide a repository for sensitive suitability information using the
guidelines for special files set forth in
(d) approve and authenticate contracts;
(e) monitor ?ca. ivAe ceiling authorizations establish?vi hv the
Direc.tor a
of Central Intelliencet and determine.tbat
(f) mai lt- haconYRtggd MAIViejArYtrOta RrisgaREI IRE Xre
purpose; currency and accuracy of input and output. data.
(2) THE DIRECTOR OF SECURITY will
(a) establish standards and procedures for granting security approvals
which meet the Agency's contract personnel requirements;
(b) grant security approvals for the use of contract personnel including
their access to classified information and Agency installations;
(c) ensure currency and adequacy of security approvals by making
reviews and reevaluations;
(d) provide a repository for all security information pertaining to con-
TOR OF MEDICAL SERVICES will
(a) establish standards and procedures for medical and psychiatric evalua-
tions and for psychological assessment of contract personnel;
?.Revised. 23 February 1973 171.3.)
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DATE
INITIALS
1
2
-
3
4
5
6
ACTION
DIRECT REPLY
PREPARE REPLY
APPROVAL
DISPATCH
RECOMMENDATION
COMMENT
FILE
RETURN
CONCURRENCE
INFORMATION
SIGNATURE
Remarks:
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FOLD HERE TO RETURN TO SENDER
,
FROM: NAME. ADDRESS AND PHONE NO.?J
? ATE
1 /6
,-. . . . . Tr11 7 I A - III
4.1'3k,. rl 14
FORM NO. 237 Use previous editions
1-67
rzw5GPO: 1976 - 202-953
(40)
-0
-0
STATINTL
STATINTL
6,1 UN= SEIM 1 rTiiERNAL
pwinvved For:IR?oleos"? SIM1/08/07 : CIA-RDP83-Q04ffi5n42-0
' ROUTNG AND RECORD Sgtti
SUBJECT: (option.'
Review of Agency Personnel
'..-- EXTENSION j
.
Defulations
FROtet,
Chief, Review Staff, OP
626 C of C.
NO
--- - - ---STATC
DAM . ?
'7 December 1976 -
TO: (Officer designation, room number, and
building)
DATE
OFFICER'S
INITIALS
COMMENTS (Number each comment to show h,,,,,, .,.,,i-,,,
to wham. Draw a line across column +?crr each comme,t
RECENE0
FORWARDED
i .
iir;f3+
, , . . _. ,
The redo of the rerulations is '
re for all of us, and oxcossive ,
ime consul:ling,. we grant. OUT WW1
taildbe eased sorcwhat. Imever.
if in your reviews and TC:ViSiOPS.
the reference to sex could be
edited out. We find there is
.
_i
4.
5.
---4-Jartial
-only
editing in some, in others
the male is a !Atter of con-
cern - necessitating another rewril
liere.
Please ask your Division and
branch chiefs to make all Pes,
;otices, tul1eti,n4-, etc. neuter.
t'slibt always easy and we do
'ant to avoid "his/her" or "Le ahd
Ole.,"Inavtry plural, extra riolx.s.,
orployee, individual,'.iassive voio
t'al. We also find that his
docnt" can he "the dOCITMIt" or
even 'document" without Lisirg the
of the phrase.
Appreciate your help. . STATR
.
..
.
.
jsenso
lo.
-
11.
12.
13.
14.
15.
1
FORM 6
3-62
? usitPaituv'eUorShckqe 20006411.F&Miti1443-01& NTERNAL
REID
I
10002-
UNCLASSINED
TIIIR