CSC JOB EVALUATION AND PAY REVIEW TASK FORCE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP73B00296R000100150007-8
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 6
• Document Creation Date: December 12, 2016
• Document Release Date: December 31, 2001
• Sequence Number: 7
• Publication Date: August 4, 1971
• Content Type: MFR

OLC 71-0766
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WILY
4 August 1971
SUBJECT: CSC Job Evaluation and Pay Review Task Force
1. The Task Force is preparing legislation which could eliminate
the Agency's existing exemption from the classification act and impose
related reporting and audit procedures on the Agency which do not now
exist.
2. Under the law under which the Task Force was established,
recommendations to the Congress are due by 17 March 1972 (Public
Law 91-216).
3. Because eventual legislation is in the offing, I've kept in
periodic contact with representatives of the Office of Personnel who
have been in liaison with the Task Force and who I understand have
made reports within command channels. In these exchanges I have
pointed out that it is important that an Agency position with respect to
the proposals be arrived at at the earliest possible date and be made
known to and favorably acted upon within the Executive Branch before
the proposals are submitted to the Congress.
4. Today I was assured by Mr. Deputy Director
of Personnel for Plans and Control, that a position paper is now in
channels (DDS to Colonel White with coordination for OGC and OLC).
The paper recommends a complete exemption from the proposed legis-
lation for the Agency and, as a fallback position, exemption from certain
features involving external audit. In response to my question,
25X1A Mr.-said that the paper as released by him did not deal either
with the mechanics of obtaining external approval of the Agency's position
or the importance of obtaining this approval within the Executive Branch
before recommendations are finalized and subm.ttgd.to the Congress.
Distribution:
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MEMORANDUM FOR: Chief, Position Management and Compensation Division
SUBJECT CSC Symposium on Job Evaluation and Pay Review Task
Force Studies, Program Plans and Work Status
1. The above cited subject symposium was the third and last to
be conducted by Mr. Philip M. Oliver, Chairman, Job Evaluation and
Pay Review Task Force at the CSC with some 150 representatives
attending from numerous departments and agencies throughout the
Federal Government. Generally, the subject areas concerning
explanations on the various Job Evaluation Plans/Systems appeared
to be a repeat performance of those outlined by Mr. Raymond Dunn
in his report of the 21 July 1971 meeting. However, the following
are pertinent facts concerning current developments in the Task
Force program:
a. Several agency representatives continued to express
concern over the possibility and effectiveness of delegating
classification authority to the lowest management level with
major concern regarding possible lack of uniformity of applica-
tion, thus resulting in skill level distortions, pay, etc.
b. One representative spoke at length with very strong
convictions that the time frame for review, evaluation, testing,
comments, etc., has been too short to give extensive review and
analysis in depth that the various systems deserve and no doubt
we are permitting mistakes to be included in the various model
guide lines and systems which could plague the total plan for the
next 15 years.
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c. Research and Development Scientists and Engineering
positions will possibly fall within.the Special Occupational Cate-
gory along with various positions in the Health Services (Doctors,
Dentists, Nurses, etc.), and other selected professions - Lawyers,
Teachers, etc. The Task Force is recommending that agencies with
considerable numbers of such positions set up a professional board
of top level and highly competent scientific officials within their
own organization to review, rank, approve, etc., these type
professional positions associated with the rank-in-man concept.
The system will permit an independent scientist, based on his
competency and subject matter authority, to go to the top of the
system/salary schedule without management responsibility. Basic
criteria for Special Occupational consideration was outlined as
follows:
(1) Respective occupation comprises a closed.
career
(2) Private industry treats the position as
separate and distinct professional occupations, and
(3) Positions do not lend themselves to funda-
mental classification evaluation techniques, difficult
to measure on a factor analysis concept, and should be
judged on an incumbent's ability and recognized
authority.
d. The current recommendations concerning schedules
for positions located overseas would be based on Washington, D.C.,
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 SEGIRET
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locality rates for positions within the COMOT System, and the
National rate for APTES System.
e. The Task Force Chairman reiterated that the plans/
systems and any subsequent changes will continue to include
legislative recommendations which give the Executive Branch
full responsibility and authority to create, establish, modify,
etc., the evaluation and pay schedules without requiring
Congressional approval or special action, otherwise we would be
defeating one of the major objectives. Further, the report
recommendations will provide for maximum freedom to Agencies
in administering the various systems as well as insure equity;
effectiveness, etc., within each Agency according to CSC
guide lines.
f. The Task Force is recommending the systems be
reviewed every 5 years to insure overall effectiveness,
identify errors - Shortcomings, etc.
g. Strong emphasis in a more effective classification
appeals program within each Agency continued to be mentioned
on several occasions during the seminar with final appeals
extending beyond Agency lines.
h. The Task Force Chairman reminded Classifications
Analyst again of their changing role under the new system,
namely from one of day to day position auditing, surveying,
writing descriptions, and related classical operating
classification to one of an advisory capacity in position
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evaluation, job structuring, plus true position management
(i.e., identification of work cycles necessitating additional
positions, recognizing job fragmentation, pointing out duplica-
tion, grouping like functions together, analyzing span of
control, advising on organization/position alignment, etc.),
and furnishing guidance to managers in position analysis,
administering the various Evaluation and Pay Systems, and
performing post audit functions.
2. Mr. Oliver gave the following outline and time table with
respect to the Task Force plans, recommendations, report, legislative
processes, etc.:
a. The House Subcommittee on Position Classification,
chaired by Representative James M. Hanley, completed the
public hearings last week (23 July).
b. The Task Force met for several days last week with
the 3 CSC Commissioners working out agreements on the general
subject proposals, content, etc., of the final report which
would be acceptable to them for forwarding to Congress.
c. Final report preparation will begin in September 1971
with completion date set for latter part of October 1971.
d. Report to be submitted to the CSC Commissioners in
November 1971.
e. Presentation and general review of the report by the
President during-December 1971.
f. Final report and recommended legislation forwarded
to the Congressional Committee and Congress in January 1972
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for their review and approval.
g. Begin implementation of the Plans by the various
Federal agencies in July 1972.
h. The Plans should be fully operational in all agencies
by July 1973 including development of procedures, guide lines,
benchmarks, training, etc., by the various agencies.
3. The Task Force proposed Plan affects numerous existing laws,
statutes, special authorities, etc., applicable to specific agencies.
These are currently being reviewed to determine changes and/or
additional legislation which must be initiated prior to implementa-
tion of the overall systems/plans.
4. Training materials, guide lines, etc., for both managers
and classifications analyst-are currently being developed by CSC
and will be available in early 1972.
5. In closing, Mr. Oliver spoke with a very positive attitude
and in a definite manner of optimism assuring those represented that
the Plans and Systems would be approved by the Commissioners, Congress,
and the President and agencies should begin gearing themselves and
their personnel program accordingly.
Scientific atd Clandestine S
OP/ PMCD
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