PERSONNEL OFFICERS' CONFERENCE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04724A000200020014-7
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 11
• Document Creation Date: November 11, 2016
• Document Release Date: April 13, 1999
• Sequence Number: 14
• Content Type: MIN

Approved For ReIse 1999/09/20 : CIA-RDP78-04Z4A000200020014'-7
Personnel Officers' Conference
41r 1. ~' CIA .
Personnel officers from theAoffices,staffs, and divisions of the
cn,
rganization met for a two-day conference on 9 and 10 June. The con-
ference convened at a site several miles from the /eadquarters area
in order to permit the conference body to devote its full attention
to the topics on the agenda. Participants remained at the site
overnight.
The agenda was divided into three major parts, each considered
in terms of its direct relationship to the 6rganization: personnel
management, personnel practices, and personnel problems.
The conference body, after meeting together for the first portion
of the agenda, separated into smaller discussion groups. Guest speakers
presented specific items under the three major portions of the program
and led discussion periods by the groups after the presentations.
Topics explored by the groups were the structure of personnel
administration in the t ?ganization, career planning and development,
the Career Council, competitive promotions, the fitness report, train-
ing, manpower utilization, and communications.
In addition to the above, the position of the (rganization in the
Federal structure was explained and discussed.
Approximately 75 persons attended the conference, all of whom have
an immediate responsibility in the personnel management program of the
~rganization.
\iture conferences will be held at least annually.
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SUPPORT BI't TI "ARTICLE
on July 15 the President sent to Congress a message outlining=the-
proposal for a comprehensive study of the compensation of--mi#o
Federal employees. He asked Congress to create a commission to undertake
the study, and a bill was introduced in the House on July 17 for this
purpose. The Administration is optimistic over the possibilities for
/ongressional approval of the proposal, which was discussed informally
with Congressional leaders before submission.
The President's proposal calls for a 15-man commission, to be
composed of four members of the Senate, four members of the House, three
members of the 4ecutive ranch, three representing the public, and a
chairman. The chairman and those from the 'oxecutive 1ranch and the public
would be appointed by the President. One of the Presidential appointees
is expected to be an employee leader.
In his message to Congress, the President said that debates in
Congress on the recent Postal and Classified pay bills had emphasized the
problems inherent in a system which depended for the most part on the
legislative process for the periodic adjustment of salary schedules. He
pointed out that the salaries of most white-collar workers had, over the
past 10 years, been adjusted on the average of once every 2* years. By
contrast, blue-collar workers had averaged one adjustment annually. As
a result, he said, supervisors in some establishments were receiving less
This document is part of an Integrated
file. It srparsted from the file it must ho
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changes needed to correct this:
1. Higher salaries for executives. In his message to Congress the
President said that the rigidity of the pay of top Government officials
had the effect of depressing the salaries of career employees in
the upper grades. The Administration feels that Congress had already
indicated its recognition of this problem by recently increasing sub-
stantially the pay of the top-ranking military officers.
2. In addition to the regular periodic step-increases, the
Administration desires in-grade promotions as rewards for proficiency.
They view the step-increase as a device to recognize the experience which
naturally comes with service but feel that it is a simple reality that
from a given period of service some employees will profit more than
others in terms of increased ability.
3. The Administration desires to see above-minimum rates of pay
for above-average people.
4. Each grade promotion, in the Administration's view , should result.
in at least the equivalent of two step-increases. At present the minimum
is the equivalent of one step-increase.
5. In addition to the above, liberalization of longevityrincreases
is also sought.
The President's outline of the proposed commission's work closely
follows the recommendatiogslof the report of the Cabinet steering
committee headed by arses- .-1~1Cp a ~ Under Secretary of Labor. That
committee recently finished its work and reported to the President.
The committee recommended presidential authority to fix and adjust
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 15 )
Since the lastABulletin went to press, s awa ?marjke-by
the Organizationk $3,000. is -award-went- to two "gg tors
who een.,w-ith.- ..the, 0~r aniga-t-ion ive d.... ix years respectively, .
1` hey collaborated in a suggestion oven tv- .of significant
value to our activities. The arount this awavd is the second
_
""avid ~ 1 ja , #t,
largest in the history of the et* . The largest award,..`.yeu-will
-cf
remember- was for $8,500.00 and was described in our N r~cem}aer
1957 Support Bulletin.
These suggesters were honored at a(mevf impressive presentation)..
ceremony on 24 July, at which the senior officials of the organization
in?ed--We-Deppu Director in pay n tribute to them. The award winners
~`
were presented with Certificates of Appreciation, their checks, and
commendation letters, copies of which have been placed in their
.frtd' r personnel folders.
The Deputy Director zemar4eed that he^ the Director,=:.-and- the-- y-
-rapres..antativ -present-wer-eAextremely interested in the Suggestion
Awards Program in that it stimulates and encourages ideas, wM raze-
the very core of our business.
The Chairman, Suggestion Awards Committee -eocasi,on to comment k"ea-titb --faet-that legislation creating the Federal
Incentive Awards Program cen empfatt.4rcluditTtrecognition and awards
AV-Qj _)W
for significant suggestions vr` innline#of luty, ?etiy
.,J
qualt1fi-cat1en is that such suggestions re- o superior or meritorious
r
as to warrant special recognition.
9f09 2d. L-RDP78-04ZA000200020014-7
~45?,uppBu, et`l?~`
This do
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subjected to individual systematic review.
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The Chairman also stated that our larger awards for the last
twelve months total nearly $15,000, that a successful Suggestion
Awards Program means t our people are thinking about work improvement)
In addition to the $3,000.Q& s esttan award, sixteen ~su44crs
ate
received cash awards &1 -wkthLetters of Appreciation from?-th
-Chairman %uaaesti?pn.,.Awards Committee" = rapt'e --cf-whi were ptaced
.,in.their Official Personnel Folders.. e awards weremad'e
e~suggestions.~ are reviewed here -
with the hope that the rs gas n ae-- adapt*on5
Alza .1. &
ofggesiee'r may be useable in the reader's office. If this
proves true, please inform the Executive Secretary of the Suggestion
Awards Committee) because the additional use may entitle the original
suggester to an additional award.
A most significant suggestion was the proposal that a brief of
references be typed under the text of a cable to further identify capes
,,iA4 7k..
ese (text)is not self-explanatory. For this suggestion, the Committee
voted an award of $450.Qe3to be accompanied by a Certificate of
Appreciation from the Director.
Another suggester devised a means of using plastic tapes for
certain types of communications traffic which saved considerable man-
hours. He received an award of $160sW. The #er~.;of the suggester's
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I P-
EC
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office also wrote a memorandum commending this suggester on his over6Ji/
,ate good work, proclaiming this suggestion -e a typical example of
the interest and initiative the suggester shows in the Organization.
One employee observed that chart paper was needlessly being used
OL, Pta
with the Brush Recorder in his office, suggeste t that A-he i"e of-
less expensive adding-machine paper suggest s earned
Ni4 $50.8e awards were made to two suggesters for revisions in
forms. One s gg.e44am proposed a change in the present design of
Mo?
Form 240a, Courier Classified Mail Receipt, to include perforation
on both parts of the receipt and carbon interlea of the two-part
No, 11-1
set. The other suggested a change in Form A610a, Routing & Records
Sheet, to includes "On filing documents in permanent case file,
destroy back pink sheet, locator cards, and abstract,
were made to *w employees
~
system
- 'ty-ptfatos?? di Vision wia I-
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ifestt ( ) the use of a removable bulletin b3`ard
to ed ate typists in the proper method of tyj`ing new
items; ( the use of a piece of clear plastic and a 9,49S-se pencil
in lieu of d'ltto paper for recording daily data; (
shuttle bus service
n
certain classes;
25X1A
periodI
the
ind Record SheetLstart-ihe "To" column
abstract file slip; (V ormethod o converting the 082 sorter to an
;
Letters of App ciation went to each -4eu suggesters fort
(1) compiling a upplement to the "Index of reau of Ships Publications"
for use in branch of the library; (2) propo ng that stenoypists
be instrued in most frequently used intelligence prd5
(3) pr using 4h&t--# ektraining peep!,-- eondu44--a cours to improve
wri ng to meet deadlines,; and--4}-~osing a:-method of p ucing a
crcdot, -using a Minox -camera.
Please remember to advise the Executive Secretary, Suggestion
Awards Committee if any of the above suggestions are useable in your
office.
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V v
x~t
HOW TO MAKE A GOOD SPEECH WITH MINIMUM EFFORT
e a few shortcuts and Timple techniques used by the exile l- ~hese
guides will ma ur next seech easier for you, anjAdfiler on your
audience as well.
publi speaker. But 7141 I probably like
gay --~..~
job on those fewYBccasions when you are standing on the spews platform.
There ,vw"some shortcuts and a few tricks that can help you do it
imum effort.
This "minimum effort" requires a new approach to listening to other speaker
But first, think back to the last speech you heard, good or bad. Multiply,
roughly, the number of people in the audience by the number of minutes used
by and for the speaker. Then estimate the average hourly salary of those
present and compute the cost of his words. If you believe time is money,
this mental arithmetic should reveal your responsibility to exert at least
a minimum effort the next time you are called upon to speak.
While listening to a good speaker, listen as a critic. Note his acknow-
ledgment of the introduction. Does he have an easy manner which enables him
to accept praise or flattery graciously? This is his first impression upon
his listeners. Does he address the chair, recognize dignitaries at the
speaker's table, and, of course, the audience? Rightly or wrongly, listeners
interpret this practice as the mark of a professional. So that's Minimum
Effort #1.
His first sentence is his attempt to ':hook" the interest of the audience.
Be it a question, a dramatic shocker, or a quotation, is it a sharp enough
especially those you know in advance to be good.
This document is part f e r t
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su jetted to individual systematic review.
41
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a
Aaj &-t,cr " "
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 UNCLASSIFIED INTERNAL
cr nNLY ^ CONFIDENTIAL ^ SECRE
J ^
5X1A
COMMENTS (Number each comment to show from wham
to whom. Draw a line across column after each commtru.)
390d Full R
4AD002000200 14-
W O D R
TO: (Officer designation, room number, and
building)
on the Personnel Officers'
Conference as you requested.
It is approximately 200
words in length.
I would be happy to add to
the material, or re-write, if
needed.
This document is Fart of an integrated
file. If separated frcm the file it must b0
subjected to inJvi ial sjsiemalie review.