FY 1980 PROGRAM CALL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84-00688R000200090015-0
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 57
• Document Creation Date: December 9, 2016
• Document Release Date: June 26, 2001
• Sequence Number: 15
• Publication Date: March 7, 1978
• Content Type: MF

STATINTL
STATINTL
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MEMORANDUM FOR: Comptroller
FROM
?
THROUGH
:
SUBJECT
:
0 7 MAP 1978
c ing uirector of Personnel
Deputy Director for Administration
FY 1980 Program Call
Attached is the FY 1980 Program 411 for the Office
nn 1. Our minimum program has been established at
Even with substantial program
elimination, this Ottice could not operate below the Austere
STATINTL Level,
2. Our Enhanced I Level requests eleven positions and
corresponding funding over our current allocation. These
positions are required in critical areas of the Office of
Personnel and are of utmost importance in accomplishing our
objectives. This past month we reallocated four positions
within the Office to areas of immediate concern. An
additional eleven positions will place this, office at an
acceptable operating level.
3. We would appreciate your favorable consideration
of this request for additional resources.
STATIN
Attachment
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in siri outi on:
Orig & 4 - Addressee
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V
- DA/ udgef
1 - OP/Admin
1 - DD/Pers/P&C
1 - DD/Pers/R&P
1 - DD/Pers/SP
TATINTL OD/Perljc(6Mar78)
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OFFICE OF PERSONNEL
FY 1980 Program Call
Table of Contents
TAB
Ranking Sheet A
Summary Resource Schedule
Decision Unit Overview
Decision Package
Minimum
Austere - 1 A-1
Austere - 2 A-2
Austere - 3 A-3
Austere - 4 A-4
Austere - 5 A-5
Current
Enhanced - 1 E-1
Enhanced - 2 E-2
Operations Detail
Schedule of External Analysis Projects
Not Applicable to OP
Schedule of Research and Development Projects
Not Applicable to OP
ADP Summary
Not Applicable to OP
Proprietary Activities
Not Applicable to OP
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STATINTL
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ZBB-1
ZERO-BASE BUDGET REQUEST
DECISION UNIT OVERVIEW
DIRECTORATE
Administration
COMPONENT
Office of Personnel
CONSOLIDATED DECISION UNIT
General Support
DECISION UNIT
Personnel
THIS UNIT CONTAINS
9
DECISION PACKAGES
LONG-RANGE GOAL: (Identify the goof (mission) of the decision unit?direct toward genercrf needs to serve as a bosis for determining the major obiectives.)
To provide the administrative support, policy guidance, and evaluation necessary to maintain an effective and
dynamic personnel management system in the Agency; to develop and recommend.new proposals and initiatives in the field
of personnel management; and to provide guidance and evaluation in implementation of new standards, policies, proced-
ures, and programs.
MAJOR OBJECTIVES: (List the objectives to be met in achieving the decision unit goal. The objectives should be stated in a form that will allow for subsequent evaluation of activities. Distinguish
new objectives from on-going objectives by means of an asterisk.)
The principal objectives of this decision unit are:
- To develop policies, standards, practices, and procedures for personnel and position management within the Agency.
To adhere to Federal personnel policies, procedures, and statutory requirements applicable to Agency functions and
activities.
- To recruit, select, and place professional, technical, and clerical personnel with emphasis on minority individuals.
- To provide a system for proper administration of employees from entrance-on-duty to separation from the Agency.
To provide professional guidance, initiative, and leadership in all matters pertaining to effective personnel manage-
ment.
- To provide a comprehensive benefits program for employees.
- To make maximum utilization and development of Agency personnel, consistent with Agency requirements.
- To maintain and control official personnel records consistent with Federal standards and Agency security require-
ments, and provide statistical personnel reports responsive to management needs and externally imposed requirements.
To develop well-rounded professional personnel careerists through careful selection, training, and career develop-
ment.
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DECISION UNIT OVERVIEW (Continued)
AL T ERN AT!V ES1 (Describe the feasible alternative ways to accomplish the molar objectives, and identify which of the alternatives represents the method proposed.)
Some of the functions of this decision unit could be provided by the Civil Service Commission and to a certain
extent by other government agencies. For example, the recruitment, selection, and placement of employees and the
statutory benefits programs could be administered this way. However, security considerations negate any advantages
gained by using other government agencies. Also, the response time in serving Agency employees would be slowed con-
siderably. The numbers and kinds of unique disciplines involved in the Agency would also seriously handicap any other
agency in trying to provide the support required. Such support, to be adequate, would have to be specially developed
in other agencies and, therefore, less efficient and more costly than if provided in-house by the Agency as at present.
Another alternative would be total decentralization of all Agency personnel functions to the operating components. This
would result in duplication, uneven application of standards, less efficient overall personnel operations, and substan-
tially increased costs. There is no viable or economically feasible alternative to continuation of the present basic
system which is considered to be efficient, cost-effective, and responsive to the unique operational and security
requirements of the Agency.
ACCOMPLISHMENTS: (Describe f he progress of the decision unit toward meeting on-going objectives.)
The functions of the Office of Personnel are in direct support of Agency management and employees and accomplish-
ment of the program has been generally consistent with those policies and programs prescribed by the Civil Service
Commission. Any deviations from Federal requirements and standards were made pursuant to authorization by Section 8 of
the CIA Act of 1949. 25X9
Recruitment, selection, processing, and placement activities continue at a high level; the number of new hires
compares favorably with previous years. In FY 77, 60 professional minority employees were hired representing a 54%
increase over FY 76. In FY 77, 85 female professional employees were hired, representing 4111 gain over the previous
year. Substantial progress was made in special programs for and the employment of handicap177persons and disabled
veterans. Our ability to correspond with thousands of applicants in a timely manner was greatly enhanced by the install
ation of VY DEC word processing equipment. Career counseling as well as vacancy notices continue to facilitate the
reassignment of individuals seeking new opportunities within the Agency. One of the more important tasks that resources
are being devoted to on a priority basis is the effort to reassign employees identified as excess to the needs of the
Directorate of Operations.
The full program of benefits and services historically available to CIA employees has been administered centrally
with fewer employees than would be required were the administration to be decentralized totally or in varying degrees.
Besides the economy of manpower realized from the centralized operation, the centralized expertise results in economy of
effort and consistency of decision making. The efficacy with which CIA's important package of fringe benefits is admin-
istered is an important ingredient in the attraction and retention of high calibre employees.
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ACCOMPLISHMENTS: Continued
Decision Unit Overview
Certain deficiencies in performance and accomplishment of goals will occur in the classification of positions,
position surveys, the development of Factor Evaluation System standards, and policy responsiveness to Agency manage-
ment requirements if additional qualified personnel are not approved or personnel resources reallocated to keep pace
with existing programs and/or new and ever-changing programs.
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25X1A
ZBB-2
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AppraiedfsuadeaulaILQ8/017e? tliAc-fR15P 84-0 0 6 88 RO 0 0 20 0 0 9 0 01 5-0
ZERO-BASE BUDGET REQUEST
DEMONPACKAGE Minimum LEVEL
Package i_. of 9
DIRECTO RATE
Administration
COMPON ENT
Office of Personnel
CONSOLE DA TED DECISIO N uNIT
General Support
DECISION UNIT
Personnel
ACTIVITY DESCRIPTION: (Describe the activHies that will be performed with the resources requested in this decision package. Describe the primary substantive targets and highlight new arc,r, of
endeavor. Where possible, provide funds and positions associated with clearly identifiable projects or activities at the austere levels and above. To the extent possible, indicate the relationship of
what will be performed to the present level of effort.)
This decision package includes overall direction of personnel operations, internal Office of Personnel career
management, policy support and guidance to Agency management, and special activities that support management decisions,
policies, and programs.
The activity at the minimum level will only provide a limited amount of policy and procedural guidance to senior
Agency managers. It would eliminate the Deputy Director of Personnel, Executive Officer, Special Activities Staff,
Career Management and Training Staff, Administrative Support to the Office, and Court Reporter Services.
This level provides for direction and control of the Agency's recruitment/selection/placement activity as require
under Ind as authorized under Section 8 of the CIA Act of 1949, as amended; a capability to create and main-
tain officialapplicant files as required by law; resources to monitor the handicapped and disabled veterans program
as required by law; to authenticate personnel actions; and for selected reassignment counseling and vacancy notice
TARGETS: (See Program Call for Geo-topic Entries.)
BENE Fl TS/PAYO FE: (Describe what the results of funding this decision package will be in terms of specific requirements being satisfied or functions being performed. Explain why the resources in
this decision package should be approved and emphasize the advantages of carrying out the activities involved. Discuss briefly the implications of not approving the resources requested, including
the impact on other organizations.)
Policy support and guidance 'ai'this level constitutes a "reactive" capability and does not allow sufficient staff
resources to provide necessary long range 'planning in developing new and viable personnel programs and initiatives.
General recruitment requirements could be met but at a very reduced rate and with a substantial diminution of
quality. The selection, processing and placement activity would take much longer but could be accomplished. Official
applicant files could be handled on a centralized basis. Minimum attention could be paid to the handicapped and dis-
abled veterans programs. Personnel actions could be authenticated. .Some selected reassignment efforts could be made.
If this level of activity is not approved, Agency components will have to do their own recruiting and processing of
applicants as well as maintain official applicant files. Responsibility for the handicapped and disabled veterans
programs will have to be transferred elsewhere as will the authentication of personnel actions. No centralized re-
assignment activities can be undertaken.
Funding at this level will insure that benefits and services authorized for employees of the government by public
law will be provided to employees of the Agency. In addition, this level will permit services not required by public
law but established by the Agency as being of great importance to the benefit and morale of Agency employees; e.g.,
the Casualty Assistance Program'and the Public Service Aid Society. Provision of employee services at this level is
necessary to attract and maintain a high calibre of employees and disapproval will put the Agency in contravention
112-771 4009
SE
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Minimum Level
ACTIVITY DESCRIPTION: Continued
activities. New endeavors in the areas of recruitment/selection/placement cannot be undertaken and the level of effort
will be substantially less than the current one.
The activities to be performed at this level are those that will insure the provision of the lowest level of employee
benefits and services required by public law. These include such programs as employee suggestions and superior achieve-
ments, Federal Employees Compensation Act, the full range of insurance activities, the maintenance of records required
for all contractural matters associated with personal services, the determination of allowances for certain personnel
overseas, and for retirement services of a basic order.
This level will enable the Position Management and Compensation Division to provide a classification program, however,
it would be less than adequate to maintain the Agency's position structure in a current status. The Agency's position
structure is the statutory basis for employment and compensation of CIA employees. The position classification program
includes maintenance of position descriptions, verification of position duties, evaluations of position titles and grades,
reviewing Organizational structures and recommending changes when appropriate. This level also provides for the establish-
ment, maintenance and control of official personnel records required by Statute, Executive Order and for Agency operations;
monitoring the release and verification of personnel information; preparation and distribution of personnel statistical
reports; and records maintenance and disposal.
BENEFITS/PAYOFF: Continued
This level of funding will provide for an annual review and evaluation by PMCD of approximately 20% of the Agency's
organizational structures and positions. These evaluations constitute the process by which General Schedule and Federal
Wage System grades are assigned to Agency positions to provide an overall framework and defensible base for Agency salary
costs. This level provides the Agency with.a basic, accurate, and accessable personnel records system required by Statute,
Executive Order and in support of Agencpeperations. No new records system initiatives are reflected in these minimum
level projections, and it deprives Agency management of biographic profiles and a qualifications inventory, including
language skills, used in support of various Agency programs.
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DECISION PACKAGE Mi nimum (Continued)
ADVERSE IMPACT ON DECISION UNIT OOJECTIVES: (Explain what program requirements are not covered at this !eyed of funding, with emphasis on shortfalls in accomplising one or more of the
decision unit oh/elves.)
This level of funding would reduce policy guidance on personnel management by the elimination of the Deputy
Director and Executive Officer; it would eliminate all career management and training for personnel officers which
would impact unfavorably on the objective of developing well-rounded, trained, and experienced personnel officers; it
would eliminate the Special Activities Staff requiring the components to carry the burden of all separation for
unsuitability; it would eliminate the Agency court reporter function. It eliminates any travel by the Director of
Personnel to U.S. or foreign field stations.
This resource level would also require substantial participation by the operating components in recruiting,
selection, processing and correspondence. General recruitment requirements could be met but at a very reduced rate
AGENCY AND COMMUNITY IMPLICATIONS: (Describe how the activities in this package relate to specific program plans of other elements or CIA or the Intelligence Communiiy. indicate efforts
made to coordinate within CIA and the Community.)
Abandonment of the minority recruitment effort would have a direct and adverse impact on the Agency's equal
employment opportunity plan (the affirmative action plan). The activities of this level also represent administration
of employee services of common concern to all Agency components, which can be performed most effectively and most
economically in a centralized setting. This eliminates the necessity for the various Agency components to conduct
these activities on their own behalf with the attendant inefficiencies, lack of economies, and multiplicity of con-
tacts.
OUT-YEAR IMP L CATIONS: (Describe how expenditure of resources in this decisionpackage wifi affect resource r auirements in succ edin ars, nariiculady FY k931)
Approval of only this resource level would have an accumulativjly adverse fmadl bl and succeeding years,
e.g., without sufficient resources the Agency will drop further behind the rest of Government in minority employee
representation. Employee benefits and services, restricted to this level in the out-years, would lead to the loss25X9
further economies through decentralized administration of these activities.
If only this level of resource is provided, the validity of Agency position titles and grade will continue to
be degraded and PMCD will be unable to develop Factor Evaluation System position standards for Agency positions. To
correct these deficiencies will require the addition of significant numbers of qualified personnel in out-years.
' re record keesins is both statutory and Agency required, reliance on the official personnel file in the management
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ADVERSE IMPACT ON DECISION UNIT OBJECTIVES: Continued
and with a substantial diminution of quality. Ability to meet techoical personnel requirements will be greatly impaired.
Nationwide recruitment will be impossible. The minority recruitment effort will have to be abandoned. The student
trainee, the summer intern, and the summer-only programs have been eliminated as has centralized correspondence. All
centralized personnel functions have been eliminated except for those required by law and a few functions carried out on
behalf of the Director of Personnel. This level eliminates any funding for the Temporary Assignment Section. This
would require the components to pickup all clericals upon EOD and pay for the EOD travel and shipment of household
effects for those in a manpower shortage category. This would also eliminate Project Opportunity, the upward mobility
program conducted for clericals each summer.
This level does not cover the important function of the centralized facility for arranging travel and movement of
household effects for employees who must be assigned to domestic locations and to overseas stations. It also does not
cover retirement services other than that minimum required by public law (thus eliminating providing services for advance
planning for retirement), does not include the Agency Honor and Merit Awards program, eliminates the program of external
employment assistance, and recreational services. This level reduces funds for the Overseas Medical Program, transferring
to the Association Benefit Plan the responsibility for making all payment of claims allowable under its schedules, with
Overseas Medical Program covering the remainder.
Any new initiatives in the position management area will be precluded. Position Management Surveys will be limited
to those Organizations needing review to validate new or changing requirements, thereby further eroding the Agency's
already weakened posture with respect to queries concerning the validity of its grade structure. Development of position
standards for the Factor Evaluation System within a reasonable time frame will not be possible. Travel to foreign Field
stations to conduct surveys would be curtailed. This level eliminates Qualification Analysis Branch and a position in
Transactions and Records Branch. This :level accomplishes axeduction of 12 positions, but deprives Agency management of
biographic profiles and a qualifications inventory, including language skills, used in support of various Agency programs
and activities such as competitive promotion programs, reasignment of personnel, selection of individuals for training
and career development, and determination of recruitment and manpower projections. This level would influence and
motivate the establishment.and maintenance of mini-systems by Agency components which would be burdensomeand result in
expenses which exceed the costs of operations and efficiency of the Qualification Analysis Branch. Disapproval of this
minimum level would result in the inability to perform requests.
OUT-YEAR IMPLICATIONS: Continued
of personnel and the need for updated records serve as indicators of the worthiness of the funds expended in the main-
tenance of records.. The same basic record keeping operations should be conducted in the years FY 81 through FY 84.
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ZBB-2
ZERO-BASE BUDGET REQUEST DIRECTORA.TE
AdmInistration
DEMON PACKAGE Austere I LEVEL
Package 2 of 9
COMPONENT
Office of Personnel
CONSOLIDATED DECISION UNIT
DECISION UNIT
General Support Personnel
ACTIVITY DESCRIPTION: (Describe the activities that will be performed with the resources requested in this decision package. Describe the primary substantive targets and highlight new areas of
endeavor. When: possible, provide funds and positions associated with clearly identifiable projects or activities at the austere levels and above. To the extent possible, indicate he re Iu tionship of
what will be performed to the present level of effort.)
This level restores the following functions in the immediate office of the Director of Personnel: Deputy Direct?
of Personnel, Executive Assistant, Special Activities Staff (4 positions), Career Management and Training (3 positions
and Administrative Support (4 positions). It provides for travel by the Director of Personnel.
This level provides 9 additional positions for Staff Personnel Division, 4 for Recruitment Division, and 1 for
the Minority Employment Coordinator. It includes a capability to: create and maintain official applicant files,
correspond minimally with applicants, monitor the Handicapped and Disabled Veterans Programs, authenticate personnel
actions on behalf of the Director of Personnel, provide job counseling and reassignment opportunities for Agency
employees, test clerical applicants, operate a skills bank to monitor decentralized applicant decision-making, and
operate a Minority Employment Program. The level of effort will be substantially less than the current one. This
level restores the Temporary Assignment Section, centralizing clerical EODs and the payment of travel and shipment
of HHE for those in a manpower shortage category. This level will restore Project Opportunity.
At this level the Office of Personnel would provide assistance in the Honor and Merit Awards Program, consisting
of -advice alld-qui-danca ta-th-a-aperating-comb$, OA . . A ? as ? ?Ail 't_Awardc and the partarmaace_of
TARGETS: (See Program Call for Geo?topic Entries.)
BENEFITS/PAYOFF: (Describe what the results of funding this decision package will be in terms of specific requirements being satisfied or functions being performed. Explain why /he resources in
this decision package should be approved and emphasize he advantages of carrying out the activities involved. Discuss briefly the implications of no/ approving the resourcos requested, including
the impact on other organizations,)
This level provides; executive direction, policy guidance on personnel management matters, a career management
and training system for personnel careerists, central handling of special personnel suitability cases, and budget,
finance, travel and logistical support to OP components..
With this level of funding, general recruitment requirements and some technical requirements can be met, but at
a reduced rate and with a diminution of quality. Minimal selection, processing, and placement activity can be
centrally accomplished; some applicant correspondence can be prepared; attention can be paid to the Handicapped and
Disabled Veterans Program; personnel actions can be authenticated; job counseling and reassignment opportunities for
employees can be provided; and coordinated minority employment efforts can be undertaken. If this level is not
approved, substantial participation will be required by operating components in recruiting, selection, processing,
and correspondence; only general recruiting requirements can be met; nation-wide recruitment would be impossible; and
minority recruitment efforts will have to be abandoned.
This level would permit the Chief, BSD to have a clerical assistant thus eliminating the need for shared
clerical assistance. It would restore some centralized direction to the Agency's Honor and Merit Awards Program but
would not permit arranging and conducting the various ceremonies; ceremonies would have to be arranged individually
by Agency components. The additional retirement technician would contribute to quicker action on the processing of
basic retirement activities but would not permit the level of those activities to be extended.
(12-77) 4009
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Austere I Level
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ACTIVITY DESCRIPTION Continued
the clerical work associated with such assistance. This level would also provide a clerical assistant to the Chief,
Benefits and Services Division and would provide an additional Retirement Affairs Division technician that would not
increase the scope of the retirement activity beyond that described for the Minimum level but would permit a slightly
more expeditious handling of retirement matters. This level restores full funding for the Overseas Medical Program.
This level provides funding for an additional four officers and will enable the Agency to have a position
classification program that continues to provide a slightly improved (over the capability indicated in the Minimum
level), but still less than adequate level of maintenance to the Agency's position structure. It Will allow for
funding of travel to survey foreign field stations.
BENEFITS/PAYOFF: Continued
The Position Management and Compensation Division will be able to begin preliminary efforts toward grade re-
ductions in those occupational series identified to OMB as grade reduction tragets. This level of staffing will also
increase the percentage of Agency positions that can be reviewed annually, including those in the Foreign Field.
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DECISION PACKAGE Austere I (Continued)
ADVERSE ityIPACT ON DECISION UNIT OBJECTIVES: (Explain what program requirements are not covered at this evel of funding, with emphasis on shortfalls in occomplishing one Cr ffloru of the
decision unit objectives.)
The Agency court reporter function is not covered at this level requiring Agency components to revert to technical
means of recording special meetings and seminars. This would severely impact on the recording of important meetings
such as the Agency Retirement Board.
This resource level will require participation by the operating components in recruitment, selection, processing,
and correspondence. General recruitment requirements and some technical requirements can be met but at a reduced rate
and with a serious diminution of quality. The student trainee, the summer intern, and the summer only programs have
been eliminated--all rich sources of future staff employees. Centralized correspondence is minimal. Minority employ-
ment efforts can be undertaken but at a substantially less-than-current level. Representational aspects of Agency
recruiting will be seriously impaired.
AGENCY AND COMMUNITY IMPLICATIONS: (Describe haw he activities in this package relate to specific program pions of other elements of CIA or the Intelligence Community. Indicate efforts
made to coordinate within C',4 and the Community,)
The level of the minority employment effort contemplated by this package is less than that currently being pro-
vided and would have a direct impact on the Agency's Equal Employment Opportunity Plan.
The activities of this level represent administration of employee services of common concern to all Agency com-
ponents, which can be performed most effectively and most economically in a centralized setting. This eliminates the
necessity for the various Agency components to conduct these activities on their own behalf with the attendant
inefficiencies, lack of economies, and multiplicity of contacts.
OUT-YEAR IMPLICATIONS: (Describe how expenditure of resources in this decision package will affect resource requirements in succeeding years, particularly FY 1981.)
Recruitment/selection/placement activity should be the same as for FY 80 except that it will be impossible to
catch up to the rest of Government in Agency minority representation at this resource level. Employee benefits and
services, restricted to this level in the out-years would lead to the loss of further economies through decentralized
administration of these activities. - 25X9
The validity of Agency position titles and grades will remain open to question. Service will still deteriorate
since, without sufficient staffing, PMCD must respond to more and more individual requests for classification review.
These individual reviews are inefficient in the use of time and, without a thorough understanding of the positions and
structure surrounding the position under review, findings are more subject to error than findings made during a positin
management survey. Additional staffing will be required in succeeding ears to validate Agenc gosition structures and
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Austere I
ADVERSE IMPACT ON DECISION UNIT OBJECTIVES: Continued
This level does not cover the important function of a centralized facility for arranging travel and movement of
household effects for employees who are assigned to domestic and overseas locations. In addition, this level would
leave to the various operating components the function of arranging and conducting all ceremonies associated with
Honor and Merit Awards, continue the elimination of all retirement services related to advance planning of retirement
and of the preparation of numerous annuity estimates, continue the exclusion of any type of external employee assist-
ance, and preclude any type of centralized direction to a program of Agency recreational activities.
At this level, minimal resources will be available for PMCD scheduled surveys; however, it will still not be
possible to provide the timely service needed to continually vaTidate the Agency's changing position structures.
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RRA
ZERO-BASE BUDGET REQUEST ! DIECTO TE
DEMONPACKAGE Austere II LEVEL Administration
COMPONENT
Package of 9_ Office of Personnel
CONSOLIDATED DECISION UNIT
General Support
DECISION UNIT
Personnel
AC T I VI TY DESCRIPTION: (Describe the activities that will be performed with the resources requested in this decision package. Describe the primary substantive targets and highlight new or of
endenvor. Where posr;ible, provide funds and positions associate( with clearly identifiable projects or activities at die austere lever:: and above. To the extent possible, indicate the rekthooship ci
eliot will be performed to die present level of effaJ?.)
This level restores the Agency court reporter function (one position) to the immediate office of the Director of
Personnel. This level also provides 2 additional positions for Staff Personnel Division and 2 for the Special Pro-
grams Coordinator. It includes a capability to: operate a summer intern and co-op program, create and maintain
applicant files, correspond with applicants, monitor the Handicapped and Disabled Veterans Programs, authenticate
personnel actions on behalf of the Director of Personnel, provide job counseling and reassignment opportunities for
Agency employees, test clerical applicants, operate a skills bank to monitor decentralized applicant decision-making,
and conduct a Minority Employment Program.
This package also provides for a program of Suggestion and Achievement Awards, limited activity in the area of
Honor and Merit Awards, a complete program of insurances, a complete program covered by Personal Affairs Branch
(Federal Employees Compensation Act, Educational Aid Fund, Public Service Aid Society, and casualty assistance),
central record keeping and administration for personal services contracts and a low level of retirement activity.
This level adds a deputy to Benefits and Services Division and two additional retirement technicians to Retirement
Affairs Divi-sionT.
TARGETS: (See Program La/1 far Geo-topic Entries.)
D EN E Fl TS/ PA YO F F: (Describe what the results of fielding this decision package will be in terms of specific requirements being satisfied or functions being per(ormed, Explain wIry the resources in
this decision package should be approved .and erhphosize fire advantages or carrying out the activities involved. Discuss briefly the implications of not approving the resources requested, including
the impact on other organizations.)
At this level, Agency recruitment requirements can be met, but at a reduced rate and with some diminution of
quality. Selection, processing, and placement activity can be centrally accomplished. Most applicant correspondence
can be prepared centrally. Attention can be paid to the Handicapped and Disabled Veterans Programs. Personnel
actions can be authenticated. Job counseling and reassignment opportunities for Agency employees can be provided.
Coordinated minority employment efforts can be undertaken. If this level is not approved, participation will be
required by operating components in recruiting, selection, processing, and correspondence; all recruiting require-
ments cannot be met; minority recruitment efforts will have to be curtailed.
In addition, this level will permit better control and direction of all BSD activities approved at this level
and will enable a certain level of advance retirement planning to be carried on by way of providing annuity estimates
for times other than the dates of actual retirement. It will be necessary, however, to restrict the estimates to be
made for planning purposes to within a year or two of the present date because the work force will not be able to
provide wide-ranging estimates.
With restoration of 2 positions in QAB, language skills of employees can be coded and stored for retrieval in
support of operational requirements, selection of individuals for training and career development and determination
of recruitment. Without this centralized capability, Agency components will be required to develop and maintain
systems to provide this data. 'Expenditures for these independent records will exceed the cost of operating QAB and
with diminished results.
(12-771 4009
SE RET
Austere II Level
Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090015-0
ACTIVITY DESCRIPTION: Continued
This level also restores 2 positions in Qualifications Analysis Branch, Control Division to accomplish recording
of language skills.
SECRET
Arprnuarl For RPIPasp 2001inallikf'Prrikok tIOR4-00688R00020009001 5-0
DECISION PACKAGE Austere II (Continued)
ADVER5E: IMPACT ON DECISION UNIT OBJECTIVES: (Explain what program requirements are not covered at this level of funding, with emphasis on shortfalls in accomplishing OHO or mote of the
decision unit objectivec.)
This resource level will require some participation by the operating components in recruitment, selection, pro-
cessing, and correspondence. Agency recruitment requirements can be met, but at a reduced rate and with some
diminution of quality. The summer only program has been eliminated--a rich source of future staff employees. Central-
ized correspondence is inadequate. The representational aspects of the Washington Area Recruiting Office will be
seriously impaired.
This level does not cover the important function of a centralized facility for arranging travel and movement of
household effects for employees who are assigned to domestic and overseas locations. In addition, the Office of
Personnel will be unable to provide any type of recreational services to employees and will be completely unable to
provide any external employment assistance.
AGENCY AND COMMUNITY IMPLICATIONS: (Describe how the activities in this package relate to Specific program plans of other elements of CIA or the infeiligence Community, nuticote efforts
made to coc.rdinale within CIA and the Community.)
The activities of this level represent administration of employee services of common concern to all Agency com-
ponents, which can be performed most effectively and most economically in a centralized setting. This eliminates the
necessity for the various Agency components to conduct these activities on their own behalf with the attendant
inefficiencies, lack of economies, and multiplicity of contacts.
OUT-YEAR IMPLICATIONS: (Describe how expenditure of resouices? in this decision package will affect resource requirements in succeeding years, particularly FY 1981).
Same as for FY 80.
Austere II Level
Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090015-0
ADVERSE IMPACT ON DECISION UNIT OBJECTIVES: Continued
Approval of only this level would influence and motivate the establishment and maintenance of mini-records systems
by Agency components. The development and operation of these systems within individual Agency components would be
burdensome and result in expenditures which exceed the costs of operations and efficiency of the Qualification Analysis
Branch in the Office of Personnel. The demand and need for Official Personnel Folders will increase and impact severely
on the already heavy servicing of routine requests and file maintenance by TRB, and contribute to situations where
official documents in the OPF are removed or lost; and cause additional processing delays because of the unavailability
of the OPF.
Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090015-0
Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090015-0
ZBB-2
SECRET
ApjarDs_esagrjaglgxqg_2001/OqfitI7 Tdd4-1kDP84-00688R000200090015-0
ZERO-BASE BUDGET REQUEST
DECISION PACKAGE Austere III LEVEL
Package 4 of 9
DIRECTORATE
Administration
COMPONENT
Office of Personnel
CONSOLIDATED DECISION UNIT
General Support
DECISION UNIT
Personnel
ACTIVITY DESC RI PTION: (De:rcribc the activiiies thcrt will be performed with the resources requested in this decision package. Describe the primary substantive forgets and highlight r;ew areas ot
em/eavor. Where possible, provide funds arid positions associated with clearly identifichte projecis or activities at the austere levels and above. To the eYtent possible, indicate the relationship of
what wili be performed to the present level of effort.)
This level provides 2 additional positions for Staff Personnel Division and 2 for Recruitment Division. It
includes a capability for a summer only program (temporary summer employment for student dependents of employees),
increased recruitment utilization of the Washington Area Recruiting Office by the addition of one professional posi-
tion and one clerical position, and the addition of one position to assist in the correspondence with applicants
activity.
This level also provides for one position for the Honor and Merit Awards Program, one position for Personal
Affairs Branch, and two positions for Retirement Affairs Division. Approval of this level will provide for a range
of benefits and services including Suggestion and Achievements Awards, Honor and Merit Awards, personal affairs
assistance, a Complete range of retirement activities, centralized administration and record keeping on personal
services contracts.
This level restore the DDA senior rotational position in the Office of the Deputy Director of Personnel for
Plans and Control.
TARGETS: (See Program Call for Geo-topic Entries.)
BEN E FI TS/PA YO F F: {Describe what the results of funding this decision package will be in terms of specific requirements being satisfied or functions being performed. Explain why the resources in
this decision package should be approved and emphasize the advantages of carrying out the activities involved. Discuss briefly the implications- of not approving the resources requested, including
the impact on other organizations.)
? ,
At this level, Agency recruitment- requirements can be met, but at a reduced rate and with some diminution of
quality. Selection, processing, and placement activity can be centrally accomplished. Most applicant correspondence
can be prepared centrally. More attention can be paid to the Handicapped and Disabled Veterans Programs. Personnel
actions can be authenticated. Job counseling and reassignment opportunities for Agency employees can be provided.
Coordinated minority employment efforts can be undertaken. If this level is not approved, participation will be
required by operating components in recruiting, selection, processing, and correspondence; recruitment delays will
occur and applicant quality will suffer; the representational aspects of WARO will be seriously impaired.
Funding at this level will insure that all matters pertaining to Honor and Merit Awards will be conducted from
a centralized point (including the arranging and conducting of ceremonies), that all matters pertaining to personal
affairs and insurance matters are performed centrally, and that retirement activity is carried on at a level that
insures provision for advanced planning for retirement.
With restoration of 5 positions in QAB at this level, the preparation of biographic profiles and some maintenance
of a Qualifications Record System can be accomplished. These activities are considered essential elements in the
Agency's overall personnel system. The profile and qualifications inventory, including language skill, support
various programs and activities of the Agency such as the competitive promotion program, reassignment of personnel,
(12-77) 4009
SECRET
Austere III Level
Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090015-0
ACTIVITY DESCRIPTION: Continued
This decision package also restores 5 more positions in Qualifications Analysis Branch which will enable the
production of biographic profiles and some coding of employee qualifications and 3 positions to establish the
Automated Data Resources Staff which provides a specialized capability to produce requirements and specifications
in the development of personnel related computer systems.
BENEFITS/PAYOFF: Continued
selection of individuals for training and career development and determination of recruitment and manpower projections.
Without this centralized capability, Agency components will individually operate this activity at much greater costs
and less efficient results. The 3 positions for ADRS enable the Office of Personnel to have a small staff of
specialists to direct the development of computer systems that are necessary for the conduct of personnel related
activities. The senior rotational position will allow for the assignment of senior DDA careerists into the Office of
Personnel to both contribute to and learn from Agency Personnel management.
SECRET
Approved For Release 2001/081071 ClAdRiDP84-00688R000200090015-0
DECISION PACKAGE Austere III (Continued)
ADVERSE IMPACT ON DECISION UNIT OHJECTI (Lxptain who program roqo irerrrwio are hot covered at his level of funcling, with emphasis en Ehorticrils in accomplishing one or 1,101(2 of rho
decision unit objectives,)
This resource level will require participation by the operating components in recruitment, selection, processing,
and correspondence. Agency recruitment requirements can be met, but at a reduced rate and with some diminution of
quality. The summer only program has been eliminated--a rich resource of future staff employees. Centralized corre-
spondence is inadequate.
This level does not cover the important function of a centralized facility for arranging travel and movement of
household effects for employees who are assigned to domestic and overseas locations. In addition, this package does
not permit any assistance to employees on recreational activities and eliminates completely the external employment
assistance program.
AGENCY AND COMMUNITY IMPLICATIONS: (Describe how the activities in this package refate to specific program pions of Oiler elements of CIA or the fnlelliqence Community. rititcole ef(or7s
mode to coo:dinate within CIA and the Community.)
The activities of this level represent administration of employee services of carman concern to all Agency
components, which can be performed most effectively and most economically in a centralized setting. This eliminates
the necessity for the various Agency components to conduct these activities on their own behalf with the attendant
inefficiencies, lack of economies, and multiplicity of contacts.
OUT-YEAR I p LICA TIONS: (DescriLe how expenditure of resources in this decision package will affect resource requirements inn succeedinu years, particularly FY 198 l.)
Same as for FY 80.
Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090015-0
Austere III Level
ADVERSE IMPACT ON DECISION UNIT: Continued
Qualifications coding of skills and language and retrieval responses remain limited at the level of this decision
package and project CENQUAL could not be effectively implemented. Agency requirements for maintaining and servicing
of the official personnel folder would also continue in a diminished capacity. Without the establishment of ADRS,
the development of personnel related computer systems would be hindered because of the absence of direction and
experience that is vitally needed in the initiation and modification of projects of this nature.
Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090015-0
Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090015-0
ZBB-2
CONSOLIDATED DECISION UNIT
General Support
SECRET
ode7' :turAIRbP84-00688R000200090015-0
ZERO-BASE BUDGET REQUEST
DEMON PACKAGE Austere IV LEVEL.
Package 5 of 9
DECISION UNIT
Personnel.
DI RECTORATE
Administration
comp? ri ENT
Office of Personnel
ACTIVITY DESCRIPTION: (Describe tile activities that will be performed with the resources requested in this decision package. Describe the primary substantive target. . and highlight new areas of
endeavor. Where possible, provide funds and positions associated with clearly identifiable projects or activities of the austere levels and above. To the extent possible, indicate IF0 relationship or
who yri If be p.urforrned to the present level of effort.)
This level provides 2 additional positions for Recruitment Division and 2 for Staff Personnel Division. At this
level recruitment, selection, processing, and placement of sufficient numbers of well-qualified applicants to meet
specific Agency personnel requirements can be accomplished. The proper and effective administration of certain
centralized personnel activities required by law or carried out on behalf of the Director of Personnel can also be
insured
This decision package also restores 4 positions in OAB to be used to perform qualifications coding and main- .
tenance of a Qualifications Record System producing a skills and language inventory; one position in TRB to establish
and service requests for official personnel folders; maintain up-to-date filing of documents into the OPF and to
compute creditable service time for longevity purposes; and one position for ADRS to further enhance the Office of
Personnel's capabilities in the development of personnel related computer systems.
TARGETS: (See Program Call for Geo-topic Entries.)
DEN E El TS/PAYO F F: (Describe what the restarts of funding this decision package will be in terms of specific. requirements being satisfied
Or functions _e.ing performed. Explarn why ilie POSO,ITCOS iii
his decision package should be approved and emphasize the advantages of carrying out the activities involved. Discuss briefly the implications of not approving the resources requested, including
the impact on other organizations,)
This level will allow all the'recruitment/selection/placement objectives set out in the Decision Unit Overview
to be met. It will allow the Agency to move forward positively in the effort to increase minority representation.
It will allow the Agency to be represented externally by well-qualified individuals. If this resource level is not
approved, part of the recruitment, selection, and processing cycle will have to be decentralized with a consequent
loss of effectiveness. Recruitment delays will occur and applicant quality will suffer.
The addition of the positions for QAB will permit increased qualifications coding and maintenance of the skills
and language inventories in support of various programs and activities of the Agency such as the competitive promo-
tion program, reassignment of personnel, selection of individuals for training and career development and determina-
tion of recruitment and manpower projectives. The TRB position will contribute to the ability of servicing the
heavy demands for the OPF, better file maintenance and improved processing time of personnel transactions. The one
position in ADRS will provide a full staff to meet the ever increasing demands of producing requirements and specifi-
cations in the development of personnel related computer systems.
(12-771 4009
SECRET
.10
SECRET
Approved For Release 2001/08/0,77.:,01A-RDP84-00688R000200090015-0
DEMOMPACKAGE Austere IV (Continued)
ADVERSE IMPACT ON DECISION UNIT OBJECTIVES (Explain what program requirements are not covered of this level of funding, with emphasis on shortfalls in accompli5-hing ?NV or more of
decision unH. objectives.)
This level restores the recruitment/selection/placement activities to their current level although no new areas
of endeavor can be undertaken. This level does not cover the important function of a centralized facility for
arranging travel and movement of household effects for employees. This package also does not permit recreational
activities assistance to employees and eliminates the external employment assistance program.
AGENCY AND COMMUNITY IMPLICATIONS: (Describe bow the orfivifies in ibis pucku9e reflafe ho specific program pions of other elements of CIA or he intelligence Commenrry.'Indie ellor7;
mode ho coordinate. within CfA and the CoMmUJI t). )
The minority employment efforts possible at this level of funding will have a positive impact on the Agency's
Equal Employment Opportunity plan.
OUT-YEAR IMPLICATIONS: (Describe how expenditure of resources in this decision package will affect resource requirements in succeeding years, parlico,forly FY 1937.)
Same as for FY 80.
25X9
Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090015-0
Approved For Release 2001/08/07 : CIA-RDP84-00688R000200090015-0
SECRET
LnPRiLnncRRPnnn7nnnnn1 g..
ZBB-2 ZERO-BASE BUDGET REQUEST
DECESLON PACKAGE Austere V LEVEL
DIRECTORATE
Administration
COMPONI--.1,IT
Office of Personnel
Package 6 of 9
CONSOLIDATED DECISION UNIT
General Support
DECISION UNIT
Personnel
ACTIVITY 01:SCRIPTION: (Desmihe the or vies that will be performed with he resources requested in this decision paci