LETTER TO HONORABLE STANSFIELD TURNER DIRECTOR CENTRAL INTELLIGENCE AGENCY FROM ALAN K. CAMPBELL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP89-01114R000300080023-1
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 4
• Document Creation Date: December 12, 2016
• Document Release Date: June 8, 2001
• Sequence Number: 23
• Publication Date: December 14, 1979
• Content Type: LETTER

nited States of America C
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Personnel Management Washington, D.C. 20415
Depember 14, 1979
In Reply Refer To:
Honorable Stansfield Turner
Director
Central Intelligence Agency
Washington, D.C. 20505
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Dear Stan:
Attached is a letter I have sent to heads of major departments and
agencies concerning implementation of civil service reform. Although
it is not directly related to the CIA because of your exclusion from
the Act, it would be useful if you could let me know the degree to
which your own changes in personnel practices have been influenced
by the provisions of the Civil Service Reform Act.
Any help you can give me on this will be much appreciated.
Sincerely,
Enclosure
cc: Don I. Wortman
DD/A Registry' .
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 United States of America
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Personnel Management Washington. D.C. 20415
January 11, 1980, marks the first anniversary of the effective date of
the Civil Service Reform Act. I am using this occasion for an assess-
ment of where we are on implementation, highlighting both accomplishments
and problems. This assessment will serve as the basis for a report which
will emphasize the Administration's commitment to making civil service
reform work.
Your staff has been most cooperative in providing the information we
need about implementation of civil service reform in your organization.
But it would be useful if I could have your personal assessment of the
extent to which the various provisions of the statute -- particularly
the SES, merit pay, and performance appraisal -- have been useful to you
in your managerial role. Specifically, I would appreciate your judgement
of how well the reform implementation is going and what you view as
future problems and prospects. Comments on how the Office of Personnel
Management has been helpful and how it may do a better job would be an
aid to us in performing our role better. Where appropriate, I may quote
from your letter in my report.
Since I plan to release my report; in early January, I would appreciate
hearing from you by the end of December.
The strong support which passage of the civil service reform legislation
has received from the President's top administrators compels us all to
make every effort to effectively implement the legislation. Your support,
and that of your staff, demonstrates a commitnent to management improve-
ment which, I believe, is unique and a credit to this Administration.
Your help in summarizing where we stand after one year will be much appreciated.
Sincerely,
Alan K. Campbell
Director
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4 JAN 1980
Honorable Alan K. Campbell
Director
Office of Personnel Management
Washington, D.C. 20415
Dear Scotty,
I am responding to your letter of 14 December 1979 to Stansfield
Turner relative to the influence of the Civil Service Reform Act on
the personnel practices of the Central Intelligence Agency. Civil
service reform has had a significant impact on our thinking as an
organization.
As I advised you on 5 October 1979, a Senior Intelligence Service
(SIS) was inaugurated within the Agency as of 1 October 1979. The
SIS is modeled after the Senior Executive Service (SES) even though
it has some important differences. The SIS is designed to provide,
eventually, a total executive development and personnel management
system through which we may effectively ensure the perpetuation of
a highly qualified corps of executives to carry on the Agency's work
both in the present and for the future. As the SIS program was
commenced less than three months ago, it is difficult to make any
definitive and meaningful judgments on its effectiveness. It is
doubtful that we will be able to make such assessments until after
the first annual cycle of performance appraisals and awards evaluations
has been completed.
The contents of Title I - Merit System Principles and Prohibited
Personnel Practices have been for many years contained in our Agency
regulations essentially as provided in the Act. In the area of
performance appraisal, we have had an ongoing study for the past
several years which resulted in what we believe to be a more refined
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and definitive tool for recording employee performance. With some
modifications to relate more directly to performance and pay (in
the case of SES), we were able to utilize these efforts in the
spirit of both Title II - Performance A raisal and Title IV - SES.
Also, we are applying t e provisions o Title III - Staffing and
Title VIII - Grade and Pay Retention.
Finally, we are now in the process of evaluating the provisions
of Title V - Merit Pay for GS-13 - GS-15 Supervisors and Managers to
determine if CIA should adapt similar features within its own appraisal
and pay/awards program. It is our intention to draw heavily on the
experiences of other departments and agencies, including our own, in
making such judgments. Here again, we have the autonomy to modify
merit pay to our organizational needs and we may well find it in our
best interest to do so.
Our staff has benefited from the various conferences held by
the Office of Personnel Management on the features of the civil
service reform initiatives, and we are particularly appreciative
of the assistance provided by individual representatives of the
Office of Personnel Management, particularly in the SES area.
As reflected above, CIA is strongly committed to the spirit and
intent of the Civil Service Reform Act provisions.
Sincerely,
Distribution:
Orig - Addressee
I - DCI
1 - DDCI
1-ER
1-DDA
1 - D/Pers Subject
1 - DD/Pers/P&C
1 - D/Pers Chrono
DD/Pers/P&C/[v
%s/ Frank C. Carlueof
Frank C. Carlucci
Originator:
rj (12/31/79)
Harry j4 i zwatw
Director of Personnel
I Dr
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