COMMENTS ON AGENCY POSITION CLASSIFICATION SYSTEM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP10M02287R000200160007-5
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 6
• Document Creation Date: December 27, 2016
• Document Release Date: February 25, 2013
• Sequence Number: 7
• Publication Date: June 7, 1988
• Content Type: MEMO

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U
7 June 1988
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MEMORANDUM FOR: Executive Director Lo n P S J6TZ_0
FROM: Daniel A..Childs, Jr.
Comptroller
SUBJECT: Comments on Agency Position Classification System
1. I suggest that you approve these proposals but, before
implementation, give 30-days notice to the congressional committees.
HPSCI, in particular, may view these as important changes in an area of
special interest.
2. Before we begin the budget control testbeds (recommendation d),
which I understand will be implemented in OD&E and the FBIS Production
Group, I recommend that a working-level team from OP, OF, and my office
work through the plan in detail so that we can identify as many
remaining pitfalls as possible before the experiment is launched.
3. Please let me know if you need anything further on this
subject.
Daniel A. Childs, Jr.
ADMINISTRATIVE - INTERNAL USE ONLY
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MEMORANDUM FOR:
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JM
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5-75 101 EU DITIONS'OUS
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31 MAY
FROM: human Resource Modernization and
Compensation Task Force
SUBJECT: Agency Position Classification System-
1. ACTION REQUESTED: That you approve the recommendations contained in
paragraph 3.
2. BACKGROUND: The system now used by the Agency for position
classification is essentially the same as that used by most federal agencies.
Each General Schedule position is classified using nine evaluation factors to
determine the appropriate grade and title for the position. The process is
time consuming and must be repeated each time a position is established,
transferred, upgraded, downgraded or retitled. The nine factors used by the
Office of Personnel Management (OPM) do not fit our needs very well, and they
are followed more in the breach than the observance. More often than not, the
process results in serious disagreement between managers who do not fully
understand the system, and position classifiers who are responsible for
implementation. Even more questionable is that it is the Office of Personnel
and not management which distributes promotion neadroom or grade points, and
it does so basically on a first-come first-serve basis.
To-overcome these deficiencies, the Office of Personnel has developed a
new process designed to improve, expedite, and bring more direct line
management involvement to our position classification process. This process,
which we have reviewed and support, includes the following significant changes:
a. Distribution of grade points in line with the allocation of new
positions and SIS ceiling for use at Deputy Directors' discretion.
b. Development of generic position classification standards or
benchmarks at the full performance level, the senior/expert level, and the
manager level in a written style that permits easy use by Agency
managers. The Office of Personnel, in conjunction with Agency managers,
has tested this process by developing benchmarks for one occupation in
each Career Service: Operations Officer in the Directorate of Operations,
Analyst in the Directorate of Intelligence, Budget and'Finance Officer in
the Directorate of Administration, Project Management Engineer in the
ADMINISTRATIVE - INTERNAL USE ONLY
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SUBJECT: Agency Position Classification System
Directorate of Science and Technology, and Attorney in the E Career
Service. In developing these benchmarks we have used an Agency-unique
five factor position classification system rather than the OPM nine factor
system. As a result of our work on these five occupations, totalling
almost 5,000 positions, we are encouraged that the feasibility and utility
of this approach has been established.
c. Decentralize position classification authority to operating
officials as soon as classification standards are developed for an
occupation. Average grade constraints will continue to assure necessary
central control. New employees are generally hired below the full
performance level in an occupation where they are expected to reach a full
performance level after appropriate training and experience. Accordingly,
the practice of classifying positions below the full performance grade
level is deemed unnecessary and would be discontinued.
The Office of Personnel would continue to work with components on a
consultative basis, maintaining the currency of occupational standards,
and would retain responsibility for random audits to ensure the system is
administered equitably and that the general principle of equal pay for
equal work is followed..
d. While the three features above will foster efficiency and economy
in our position classification program by giving Agency managers direct
accountability for their positions, grade points, and job classification.,
actions, more can and should be done. Therefore, it is recommended that
the Office of Personnel continue to develop a payroll budget control
system that eventually will give operating officials the tools they need.
to manage their personal services budget. When one prototype has been
completed, we recommend it be provided to operating officials to use
experimentally, in tandem with existing controls, to refine the model
prior to proceeding with further development and possible Agency-wide
implementation. We also recommend that one or two components be selected
as test beds and manage their personal services budgets using this tool..
3. REOUtENDATIONS:
a. Grade points be distributed by the EXCOM to each Deputy Director
and controlled at the Directorate-level.
APPROVED ( )
2
ADMINISTRATIVE - INTERNAL USE ONLY
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SUBJECT: Agency Position Classification System
b. Simplify and decentralize the Agency position classification
system by.adopting generic position classification standards for each
occupation only at the-full performance, senior/expert, and manager
levels. Once these standards or benchmarks have been developed, allow
operating officials to create, upgrade, downgrade, move, and retitle
positions so long as the component remains within the approved average
grade and ceiling.
APPROVED ( ) DISAPPROVED (
c. Employ the Agency-unique five factor position classification
.standards rather than the OPM nine factor position classification
standards.
APPROVED ( ) DISAPPROVED (
d. Under the direction of the Office of Personnel, continue to
develop a budget control system to replace average grade constraints, and
identify one or two components to use the tool on a test bed basis as
their principal mechanism to control positions and payroll.
Human Resource Modernization
and Compensation Task Force
3
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