T/O CONSIDERATIONS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80B01139A000600180018-0
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 16, 2016
• Document Release Date: December 2, 2004
• Sequence Number: 18
• Publication Date: July 27, 1966
• Content Type: MF

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CHIVE/SC-1-66
27 July 1966
i+ EZ ORANDU MR: Director of Central Reference
SUBJECT : T/O Considerations
Introduction
1. in light of your request for some input to assist
you in responding to a r;wquest that the total OCR 11/1
be reduced for FY 68 by 30 slots, the CIVE Task Force
is presenting the following, data and recoaendations.
2. One of the difficulties which attends efforts to
analyze manpower require:t-ents for PY 68 is the somewhat
unreal nature of the off cial OCR T/O for the CLIVE Task
Force. The OCR cozitingentl s designated as
the Development Staff. `_ ;rough negotiations with person-
nel of the Position Management and Compensation Division,
it was agreed that this is a temporary T/O, which will at
some time it the future, by an evaluation of positional
descriptions, be changed as appropriate. For purposes
of this discussion I would like to show the-general
structure of the approve,,. T/O of the Development Staff.
at Staff
NO =_5
25X1A
25X1A
- GS-7
COG SDDG
Cn of - CS-14 fief - C
5-14
Secretary - GS-6
Intellige
nce o
ff
icers C 3
--1
3
25X1
Intelligence Officers
Intellige
nce O
ff
icers CS
--1
1
General - GS-13
Intellige
nce o
ff
icers
-9
I
ll
nte
igence Analysts
GS-12
Fro r S
nor
t
Biographic Analysts
Program
mers
-
GS-12
25X1
- GS-12
Program
mers
-
C-q--
Document Analyst
- GS-11
SY
JUZ
Document Analysts
Dcumnt
Ana
ly
st - G9-9
25X1
- GS-9
Clark Typists - GS-4
DDocurent
Clerk Ty
Ana
pist
ly
s
sts -- CS-7
- GS-4
GNUP I
Exctudei tram a tarr
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Discussion
3. We start with the premise that the China C kera-
tions Group (COG) will kyep its +/O strength of 25X1
During our staff meeting of 26 July, Z mentioned as a
distinct possibility that, if the Development Staff
should suffer a reouctio t iii T/O strength, the COG p xtion
should remain inviolate.
4. As you have indicted, a level of to
handle ten percent of t. total OCR processing load is
unthinkable. It is equally unthinkable at this time to
prejudge our experience with a fledgling organization
which will not begin to test its capabilities, or the
CHI' system, for at least a year. We know that the
grade structure is high since we made this a requirement.
We suspect that the specialist mix is rich, i.e., too
many analysts and too few typists. And we will probably
learn that the total jot can be done in an operational
environment with fewer people. but, until we test the
structure and the system, we cannot suggest a reduced
or modified T/O for CGC.
5. Before leaving a discussion of COG, it is appro-
priate to indicate that not all T/O slots for COG are
filled or fillable from Lhe personnel resources presently
on board. The list of requirements for COG which must be
satisfied by outside sub3cription is as follows:
Biographic Analysts - GS-12
intelligence ."'ralyst - GS-12
Docent Analysts - C
Clerk Typists - GS-4
6. In reviewing these requirements it is necessary
to point out that in a previous communication (CHIVE-C/37-66
CHIVE Task Force Staffing) the CRI Task Force indicated
that it would require from BR the services of three
Biographic Analysts. Late* were also supplied. in the
same memorandum we indicated that the Content Indexers
(Docwzent Analysts - GO-9) and the Clerk Typists would
be obtained through the ?CR pipeline. In addition to
those it is now apparent that, due to recant attrition,
25X1
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'OU
we must ask that an intelligence Analyst at about the
12 level be spared fran one of the operating divisions
OCR, preferably SR since we have no one from SR
tified for COC at this tip+e. It is important to
repeat at this point that we cannot fill these slots
from personnel on board.
3. As you are aware, the purpose'in having a strong,
viable,, competent, and dedicated SDDG is to pursue the
development of CHIVE for the five geographic divisions
in OCR. Thus, it seems vary important to us that this
unit not be considered as a natural resource for manpower
reduction or extra-C? 1V . demands. however, the nature
of this work is such that we would be less than honest
if we did not admit that same headway could be maintained
with, less manpower. We tnerefore recommend that, should
CHIVE be asked to provide its fair share of an across-
the-board T/O reduction in CR, we reduce the /O strength
of S D( .
I
Acting vdirector
CHIVE Task Force
Distribution:
Orig & 1 - D/CR
1 - M/CTF
/1 - Ch/SISG
1 - SC file
1 - file (CHIVE/(JCR T/O)
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SECRET
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