SECTION III: MANAGEMENT OF STAFF PERSONNEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP00-01458R000100010013-6
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 3
• Document Creation Date: December 19, 2016
• Document Release Date: September 14, 2001
• Sequence Number: 13
• Publication Date: June 3, 1968
• Content Type: REQ

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CONFIDENTIAL
PERSONNEL
SECTION III: MANAGEMENT OF STAFF PERSONNEL
17. ASSIGNMENT POLICY
a. GENERAL
(1) The paramount consideration in determining assignments of personnel
shall be the needs of the Agency. Due consideration shall be given to
the career interests and the personal circumstances of the individual, but
these must be subordinated to Agency requirements for his services in a
particular assignment.
(2) Ordinarily, the best qualified employee available will be selected for a
given assignment. However, employees and supervisors must recognize
that an important factor in making assignments is the improvement of
the professional competence of the Agency, and that on occasion selec-
tions will be made primarily to afford an employee a developmental op-
portunity commensurate with his potential and career goals.
(3) Assignments will normally be made to a position at the employee's grade.
However, an employee may be assigned to a position of lower or higher
grade under the circumstances outlined in subparagraph d or e below.
(4) Employees in training or developmental activities or who for other reasons
are not expected to perform the duties of some staffing complement posi-
tion are to be assigned to development complement status as prescribed
b. RECORD OF ASSIGNMENT. The official record of an employee's current
assignment identifies him with an authorized position or shows him to be
in a development complement status.
(1) An employee's 'official assignment to an authorized (planned) position
means that he is:
(a) Performing at his grade level the type of duties which are covered
by the service designation and title of the position;
(b) Under the command of the organizational element shown on the
official record; and
(c) At the geographic location shown on the official record.
(2) An employee should be officially reassigned to development complement
status whenever he does not perform the duties of an authorized position
for a period of 30 calendar days or longer.
(3) Appropriate changes in official assignment records should be timed when-
ever possible to coincide with the events which they represent and,
in any case, effected as soon as possible after the occurrence of such events.
c. RESPONSIBILITIES
(1) HEADS OF INDEPENDENT OFFICES AND OPERATING OFFICIALS.
IIeads of. Independent Offices and Operating Officials should anticipate
the personnel requirements of their components and notify the Heads of
the Career Services concerned of such requirements through appropriate
channels.
(2) HEADS OF CAREER SERVICES. Beads of Career Services select person-
nel for assignment to operating components in response to stated require-
ments. If recruitment is necessary to obtain personnel to meet antici-
pated needs, the Head of the Career Service concerned should notify the
Director of Personnel.
(3) DIRECTOR OF PERSONNEL. The Director of Personnel in meeting the
recruitment requirements of the various Career Services gives first con-
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sideration to the availability of qualified individuals serving in the
Agency and, second, undertakes external recruitment when appropriate.
In discharging his responsibilities for internal Agency recruitment, the
Director of Personnel will maintain records of the qualifications of Agency
personnel and will also use, as appropriate, pertinent data available from
other components, including training reports and information developed
by the Assessment, and Evil. aic Staff, Office of Medical Services.
(4) DIRECTOR OF SECURITY. The' approval of the Director of Security is
required for reassignments between major Agency components, between
Offices of the Directorate of Tntelligenc, between Divisions or Special Staffs
.of the Clandestine Services, between Offices of the Directorate of Science
and Technology, between Offices of the Support Services, or to the foreign
field.
(5) DIRECTOR OF MEDICAL SERVICES. The Director of Medical Services
determines the medical fitness of employees for certain categories of as-
signments as prescribed E_ 1
(6) SUPERVISORS. Supervisors at all echelons are responsible for the proper
utilization and continuing evaluation of personnel assigned to their re-
spective jurisdictions. They shall advise the Career Service concerned,
through appropriate channels, when there is evidence that an employee
is misassigned.
d. ASSIGNMENT TO A POSITION OF HIGHER GRADE. An employee may oc-
cupy a position of a grade higher than his grade when:
(1) For training purposes the assignment is intended to afford the employee
broader developmental opportunities in his career field; or
(2) The employee is the best qualified person available at that time for the
position.
However, an employee shall not under normal circumstances be assigned to
a position which is more than two grades above his grade. Any proposed as-
signment which is an exception to this policy shall be submitted for con-
currence to the Deputy Director or Head of Independent Office concerned
and the Head of the Career Service concerned before it is submitted with
full justification to the Director of Personnel for approval.
e. PERSONAL RANK ASSIGNMENT
(1) A personal rank assignment is the assignment of an employee to a position
of a grade lower than his grade. An employee will not normally be as-
signed to a position which is more than two grades lower than his grade.
A personal rank assignment may be approved by the Director of Personnel
when the Head of the employee's Career Service states that one of the
following conditions exists:
(a) The employee is to be competitively promoted but must complete his
current assignment in a position of lower grade than his grade after
promotion;
(b) The employee is the only qualified person available for assignment to
a, position which must be filled immediately;
(c) The employee possesses such unusual background, contacts, or quali-
fications for a particular position that his assignment to that position
is essential to an Agency program;
(d) The employee's service record and qualifications demonstrate satis-
factory performance at his grade, and staffing plans will provide a
position of that grade in the near future, but no appropriate assign-
merit of proper grade is currently available; or
Revised: 3 June 1968 (391)
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PERSONNEL
(e) The employee is to obtain specific experience essential to the planned
future use of his services.
(2) Under any of the above circumstances, a personal rank assignment may be
approved for a specified maximum period of time agreed upon by the
Operating Official concerned, the Head of the employee's Career Service,
and the Director of Personnel. At the beginning of each calendar year,
Heads of Career Services will review personal rank assignments of em-
plo vees under their jurisdiction and initiate such action as may be called
for, as reassignment to suitable positions at appropriate grade levels, other
corrective measures, or extension in the event an assignment should be
continued beyond the approved period. A report of such review and meas-
ures taken shall be furnished the Director of Personnel.
f. REASSIGNMENT AT THE REQUEST OF AN EMPLOYEE. The Aei.icy en-
deavors to reassign any Career or Career-Provisional Employee who submits
a sound and adequately justified request for reassignment to another position
or to a different Career Service. An employee desiring change in assignment
will address a memorandum to the Head of his Career Service stating the
reasons for his request. He will forward the memorandum through super-
visory channels for comment and if reassignment to a different Career Service
is requested will concurrently send a copy to the Office of Personnel. The
Head of the employee's Career Service will ensure that the request is reviewed,
taking into account the needs of his Service and the career aspirations of the
employee, and will take one of the following actions:
(1) Effect reassignment within the Career Service;
(2) Make the employee available for assignment to another Career Service; or
(3) Retain the employee in his present position, advising him of the reason
therefor.
If action is not taken within 60 days on an employee's request for reassignment
to a different Career Service, the Director of Personnel will review the case
with the Head of the Career Service concerned and the individual to deter-
mine whether further assignment efforts should be made.
g. REASSIGNMENT BETWEEN CAREER SERVICES. The reassignment of an
individual from one Career Service to another is made on the basis of the re-
quirements of the Career Services involved and the career goals of the indi-
vidual concerned. The Director of Personnel reassigns an individual from one
Career Service to another only after consultation with the individual and the
Heads of the Career Services concerned.
I
ASSIGNMENT FOLLOWING TOURS OF DUTY ABROAD. Heads of Career
Services will plan the next assignment of members of their Services who are
serving abroad. This planning will be done in advance of the anticipated
expiration date of an individual's current assignment and will take into con-
sideration the expressed preferences of the individual and the requirements
of the Career Service. Every effort will be made to advise the employee of
plans for his next assignment before his departure from the station. As the
initial step in such planning, an individual serving abroad will complete Form
202, Field Reassignment Questionnaire, so that it may be forwarded to head-
quarters eight months before his scheduled date of departure from the station.
Upon receipt from the field, the Operating Official at whose field station the
person is serving will add his recommendation, if appropriate, and will forward
the original to the Head of the employee's Career Service with a copy to the
Office of Personnel.
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