CONTINUED MEETING ON DEVELOPMENT OF REQUIREMENTS FOR THE 19 INTERFACE SYSTEM IN THE HUMAN RESOURCE AREA

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-07181R000200050013-8
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 4
• Document Creation Date: December 19, 2016
• Document Release Date: October 18, 2005
• Sequence Number: 13
• Publication Date: December 15, 1966
• Content Type: MEMO

Approved For Release 2005/12/14: CIA-RDP78-07181 R000200050013-8
Memorandum of Conversation
DATE, 15 December 1966
= Continued Meeting on Development of Requirements for the 19 Interface
System in the Human Resource Area
COPIES TO i participants
STAT:
STAT
STAT
(Old l3uoiness - Ceilings, Staffing & Devel. Comps.)
The question of recording "00" grades on staff project positions on the T/O
was raised since budget and finance officers have to,look,.,them up in preparing pro-
jections. In addition, the arbitrary distribution of super-grades between dir-
ectorates each.-month-end requires hand adjustments which cause discrepancies between
computer and manually produced reports. agreed to look into the matter$TAT
It was recommended that we include a supervisory tag on positions in order to
isloate this factor for special studies on race (i.e., number of ne ro supervisors)
or for selection of people for training courses, etc. toted the STAT'
question is not so much the desirability of the tag as to how you would define the
criteria (i.e., what is a supervisor)?
questioned the recording of ceiling -in the system and if ceiling,
why not average grade or salary authorization etc. It was explained that one of the
requirements of the present system was to print on-duty strength as it compared to
ceiling on a weekly or monthly basis and that there vaa-no such requirement currently
for the other two items. Average grades is computed at the time a new position is
created based upon the actual r,,gradea established on the T/O and is approved or dis-
approved by Ch/OPPB. in other words, the avorago grade authorized is in fact the
'econsmended that the language requirement be deferred until discussed
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nvernp,e (.'f the approved grades on the T/0 which in computed monthly. The average
salary item is now dormat but in any case wnu computed for each grandfather career
service from a complicated formula based upon positions and on-duty personnel after
the fact and could not be determined ahead of- time except for the over-nil Agency
figure.
(E+,q'LOIT STATUS SYSTEM - continued from last meeting)
STAT I o kcd whet employee number would be used and stated STAT
that the human Resources Group were hopeful it could be the 'social security number.
Many employees either know their SS number or have the number in their ossessian
which will help identify documents coming in/ STAT
STAT all expressed doubts that we could Se e ea o the SS-number as
VIIQ umber not internally controlled by the Agency and that there is some chance
that a list of 33 numbers could be deciphered by an outsider. To overcome objections
from such groups as CI Staff, we would probably have to convince people that the
external reference possibility of SS number did not present a danger to security
records. The group agreed, however, that the question of a common reference number
for employees (SS number or other) should be EXPLORED.
In reference to item 30, L= (Not to Exceed), explained that the STAT
--~ item was designed to control expiration dates on such items as salary retention,
temporary reserve appointments, LWOP, etc. wondered if the termirzologynSTAT
T
"
"
J
N
might not be changed to read "suspense date" or some other term which would
1ir
have more meaning than "
T,."
STAT 1 -1 discussed the relationship between item 7(d),
Type of E .nployce, and item 27, Career Membership. pointed out that STAT
item 2'1 refers only to five categories of personnel defined n regulations (career,
provisional, temporary, reserve? and details). Item 7(d), however, related to a
large nuns er of special qualifiers and reference f'act'ors such as re-employed annui-
tants, unwitting personnel, part-timers, specific types of details, in and out, etc.
which do not necessarily tie in with appointments. After discussion, the group '
decided to change item 27 to read "Types of Appointment" instead of "Career Mdmuer-
SlAT ship." (Reference;
(New Business)
In regard to item 31) LCD (Longevity Computation Date), noted thatSTAT
she was concerned with bow much longer the Agency can live wItE the concept Da. it is
presently applied. Basically, the LCD is good only for the various types of service
award certificates (10-year certificate, etc.) and eligibility for career Membership
but is not,; dependable for retirement system selection purposes, etc., since it may
Include detailed military service with the Agency, certain types of contract employ-
ment, etc. In view of the fact that we have the LCD for award purposes, the SCD for
leave category creditability, the CSD (creditable service date) for service computed.
F creditable for retirement 'under the CIARSADS,, perhaps we need a new type of date for
Agency longevity creditable for selection into the CIAR&DS, eta.
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The group had no sugge3ted chnngoa to make in the case of item 33, Sex ~a
Race, and Item 34, Speciul Reference.
In re4,nn?d to item 35, Vcteren' a Preference, pointed out that th0STAT
itcsu va3 often inaccurately recorded by appointment clerks e.g., if the clerk could
not quickly interpret vetei'an'o reference from the file, the clerk would simple
record "0" and let it go at that). Since this practice has continued for some time,
the overall etcran's Preference record is of questionable value in the present system.
stated that he would check into the matter.
In discussing the new item 33, Projected Return from Overseas (x4-Y), the group
noted that establishment of this information on the record should include some type
of follow-up control and, where necessary/extension of the date.
explained that item 39,' Overlap Serial number, was deaiuned to
fin out who was overlapping who in the case of summer-only employee, overseas
re lacements, etc., by recording the serial number of the outgoing incumbent. Mr.
I lexpressed doubts that it would work.
Personae.L Action automatically printed by the computer.
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In the case of items 40 through 53 explained that the items STAT
represented a form of input which either updated or established items in the master
payroll or provided the base for printout of certain statements on Votificationa of
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CEILINGS, STAFFING AND. DEVELOPMENT COMPLEMENTS
1.
Identifiers & Type of Message
)
Type of Message
2.
Ceiling
(2
Ceiling
3.
/~
Tota], Dove Comp. Spam
Total, Dcv. Comp. Spaooo
4.
No. of Dear. Comp. Spaced By Grade
(4
No. of Dev. Comp. Spaces By Grade
5.
Organ. Design.
(5)
Organ. Design.
6.
Position Title
(6)
Position Title
7.
Schedule
(7)
Schedule
8.
0cc. Series
(8)
0cc. Series
9.
Grade
(9)
Grade
10.
Dummy Grade
(10)
Dummy Grade
11.
Position Number
(il)
Position Number.
12.
Flexible/Non-flexible
)
Flexible/Non-flexible
13.
Planned Incumbency
(13
Planned Incumbency
14.
Target/Manpower/Sub-category
14~
Target/Manpower/Sub-category
15.
Headquarters Code
(15)
Headquarters Code
16.
Supervisory Code
(16)
'Supervisory Code
17.
Service Designation
(17 )
Service Designation
18.
Language & Level Requirement
S
Language & Level Requirement
19.
Geog. Area & Country-City Code
)
(19)
Geog. Area & Country-City Code
20.
Date Last Listed on 261
(20)
Date Last Listed on 261
21.
Date Position last Audited
21
Date Position Last Audited
22.
Position Flag-'
22
Position Flag
23.
PCR Control No.
23
PCR Control No.
1 6 DEC 1966
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