PERSONNEL BRIEFING TO SSCI

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP10M02287R000200160057-0
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 7
• Document Creation Date: December 27, 2016
• Document Release Date: December 3, 2012
• Sequence Number: 57
• Publication Date: August 11, 1987
• Content Type: MEMO

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Subject - Personnel Briefing to SSCI
1. On 8 May I attended a briefing on the proposed new Agency
Compensation and Benefits System given by to the SSCI staff.
This was the third time Ed has briefed the zoci on this subject, but the
first two briefings were basically conceptual. In attendance were John
Nelson and Charlie Battaglia. SSCI: Tom Schultz, GAO detailee to SSCI:
OCOMP.
2. Before embarking on his briefing ~ asked SSCI staffers if
they felt the HR 2112 Presidential Commission to study Intelligence
Community personnel systems is directly related to the Agency Personnel
project? Nelson responded that HPSCI is pushing for the study. They
never liked pay banding and question whether' the CIA has unique
personnel compensation and benefits needs. Battaglia stated that the
2112 is going to conference and that the SSCI opposes it, seeing it as a
delaying tactic. SSCI staffers stated that their committee has
accelerated its personnel study and asked Tom Schultz to work with them
to complete it by July 1987. Nelson stated that the fact that NSA
claims they don't have problems recruiting and training-quality analysts
makes it more difficult for the Agency to make a case.
3. gave a backgound on the-Personnel study to date. Study groups
were formed to work various issues, including 23 occupational panels.
To date, they have published a 300-page draft report defining the system
in broad terms. The task force held a 4-day `offsite to review and
critique the report. Other offsites are scheduled for 1 8 May to review
salary scales and on 8-9 June to review the plan. Th k-Force wi1:l
m
'
k s bu
i t its report to the Agency on _25 Jurie and it will distributed toy
the Directorates.Eacri Directorate has a steering-group which will be
reviewing the plan during the month of July. Once it has been reviewed
express any f concern (stated that he is keeping DIA.'~5~~
OPM, OMB, SSCI, and HPSCI informed of changes in the plan as they
develop.
4. The following is an outline of ~ briefing. He stated at the
briefing that he had not yet briefed the Agency on some of the material.
Job Classification
More flexible job classification system - instead of FES use Agency
work element system
No PMCD - delegate classification authority to DDs (NSA and DIA
moving in that direction)
Move from 3 personnel constraints (average grade, ceiling control,
budget control) to ceiling and budget control or just budget control
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Flexible PSI System
Annual increase (instead of 1,2 or 3 year depending on GS step level)
Open Pay Range (no intervals like GS Steps)
Compensation consisting of combination of permanent increases and
bonuses
Salary distribution guideline - midpoint of level is worth of job
(employees new in level moved quickly to middle - movement slows down
at upper end of level)
Evaluation
Panels (either peer or management) will rank personnel
Performance-Based Pay
System goal - monetary performance recognition for 50 percent of
employees - compared to current 10-11 percent ~J
Expert-Management Track Incentive Pay Program - bonus program for GS
14-15 level employees similar to today's SIS bonus program
Expand SIS Bonus Program - they feel any executive bonus program
should reward akrg r perc~ entage than allowed today. If the
executive's not performing at the expected level, fire him.
Team Project Incentive Program - each DD will designate "key"
projects. People working on these projects will be rewarded from the
bonus pool allocated to the project.
Determining Occupational Salaries
Periodic market survey of salaries paid in industry
Some cannot be market priced - must place internal value in pricing
Periodic realignment of salaries for high or low demand occupations
Career Development
Handbooks detailing skills, experience, training required for
specific jobs
Separate Salary from status
e uired individual career development plans
Broaden the skill base of non-officers to provide them with lateral
mobility
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Dual track - Expert and Management
Retention Tools
Tuition assistance for employee dependents
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Annual leave balance used for education tuition equity .
Retirement Changes for Managers and Experts
Early retirement for managers - out of concern for Agency
"plateauing" We need to create headroom for the "next generation"
Early retirement for special technical types - would have to-identify
occupations
Reward the Work Ethic
Compensate people who lose annual leave (convert leave to cash?)
Convert forfeited AL to SL or to an Agency "sick leave bank"
Raise the limit on the number of AL hours you can carry over by 120
hours
Allow SIS to cash in annually AL balance above a certain level
Place money derived from AL in tax-favored accounts
Additional Employee Benefits
Flexible benefit approach
"Cafeteria approach" to tailor benefit program to employee needs
4. ~ stated that he was not sure which of the proposed benefits
would require legislation and realized that we need HPSCI and SSCI
approval and support even if we have the "authority." One issue which
would require legislation is the proposed methodology for calculating
the "high 3" average salary for retirement purpose. The Task Force
proposes that the calculation be made on the combination of salary and
bonuses for the 3 target years.
5. The following are questions raised and responses:
Battaglia - Won't the additional responsibilities placed on managers
require extensive training? Wouldn't they be ill-prepared today?
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H We recognize this as a problem and plan to focus on management
training
Battaglia - Won't you need to increase human resource personnel?
Yes, we're planning to do that
Battaglia - The proposed compensation is far more complex than the the
GS scale. Won't you have problems selling it? explaining it to
employees? getting managers to execute it?
- We realize that it seems complex, and plan to ensure that all
employees and managers understand it.
Nelson- Do you have the computer resources you will need to implement
the system?
- Yes we have what we need. ~ added that we would need to
either modify the existing payroll system and some personnel systems or
redesign them to accommodate changes. stated that we were
upgrading the payroll system and combining w h the personnel system
(and maybe even the people).
Nelson - What do you plan to do with disgruntled employees? Is there an
appeal process?
- The Agency plans to set up an appeal mechanism.
Batagglia - What are the current plans for implementing the system?
- We'll use a phased approach for the conversion. The first
occupational group to be converted will probably be the DO case officer
with the rationale "if it works for the princes and princesses, there's
no reason it shouldn't work for others."
Batagglia - What do you hope to achieve overall by these changes?
"Take care of getting people to come and stay in government."
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OCA 87-1948
8 May 1987
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MEMORANDUM FOR THE RECORD
SUBJECT: SSCI Update on Personnel Compensation Task Force
1. Today, briefed John Nelson, Charlie
-Battaglia, SSC start and Tom Schultz, GAO detailee to the
committee, on the status of the Agency personnel
Office of the Comptroller, and the undersigned were present
also.
compensation task force, which he heads.
2. Before the briefing, expressed his concern
about a section of the HPSCI Intelligence Authorization bill
which establishes a Presidential commission to study the
personnel practices of the Intelligence Community.
Battaglia and Nelson were aware of the provision and said
that they viewed it with concern as well. They indicated
they hoped to counter the provision and, to that end, their
committee has revitalized its personnel study and asked Tom
Schultz to help them complete it by July. They said that
they expect to reach some accommodation with the HPSCI in
conference with respect to the troublesome provision.
3. then proceeded to give them an update on the
status o t e task force. He said that occupational panels
have reviewed 17 large positions and six small ones. At a
recent off-site conference those findings, along with
preliminary principles, were critiqued by a group from the
task force leadership. There will be two more off-site
conferences to discuss salary and to take a second cut at
the report. His plan is to submit a preliminary plan to
Agency management on 25 June. Each directorate will study
and comment on the preliminary plan during the month of
July. At the end of July the task force will incorporate
the Directorates' comments and brief the results to the
Deputy Directors. He noted that he will meet with OMB, OPM,
SSCI and HPSCI as this schedule proceeds.
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4. ~ then provided details on some of the major.
concepts which the task force has developed in its plan so
far. The staff asked questions and commented as he
proceeded. key points were that the new personnel
plan would include a new pay scale, a flexible
classification system, and a more flexible pay system, based
on performance. It would also include banding of
occupational groups, career development initiatives,
retention tools and work ethic improvements. He said that
some of the proposals may require legislation and others may
not. In any event, he said that the committee would have to
approve them and that is why he was.giving them all of the
details as the task force is developing them. He emphasized
that he has met with OPM to brief them on the task force and
received their approval to proceed. In addition, he has
spoken with top personnel officers at NSA and DIA who
support our effort. Both organizations believe that they
have their own unique needs but they applaud the desire on
our part to move ahead to work on our future personnel
needs.
5. Nelson indicated that the committee is concerned
that the backlog of polygraph reexaminations is eliminated
and that the CI staff is up to speed. If they are not, then
other personnel initiatives such as this one will be in
difficulty. Nelson also asked whether the personnel report
will be prepared in time to include any increased funding
requirements and said that he believed that it would.
concluded by saying that he would continue to keep the
sstatt up to date on the progress of the task force.
OCA/Senate,
(11 May 87)
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Distribution:
Original - OCA Record
1 - D/PERS
1 - DPA&E/OP
1 - EXO/DDA
0/Comptroller
RJK Chrono
1 - OCARead Library
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