COMPETITIVE EVALUATION SYSTEM FOR EMPLOYEES OF THE MANAGEMENT AND SERVICES DIRECTORATE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-05077A000100140016-1
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 3
• Document Creation Date: December 9, 2016
• Document Release Date: April 3, 2000
• Sequence Number: 16
• Publication Date: August 6, 1973
• Content Type: MEMO

DD/M&S 73-3090
06AUiS7
Approved For Rase 2002/05/01 : CIA-RDP78-05077A1100140016-T
MEMORANDUM FOR: Director of Communications
Director of Finance
Director of Joint Computer Support
Director of Logistics
Director of Medical Services
Director of Personnel
Director of Security
Director of Training
Director of Planning, Programming and Budgeting
? Special Assistant for Information Control
"SUBJECT . : Competitive Evaluation System for Employees of the
Management and Services Directorate
1. A new comletitive evaluation systerj_ has been adopted for the
professional careerists, through the GS-14 level, of the MG career service.
I would like this new system to be utilized by the other career services through-
out the Management and Services Directorate. You may feel. it necessary to
make minor modifications to fill some peculiar requirements' of your Service,
but I want to approve any basic modifications before you initiate the system.
2. Attached are the DD/M&S Administrative Instruction No. 73-18,
"Fitness Reports for Members of the MG Career_ Ser,ice" and the explanation
of the evaluation system which uses the information from the Fitness Repo
as the basic data for evaluatin gj:Lnd r lnkin the carec~~sts. These two papers
should_provide you with the philosophy and objectives as well as the technical
procedures for revising your evaluation system.
3. Please ado this evaluation ss.t-mi foz-your careri sts as quickl
as ossible and provide me with a copy of the announcement and the instructions
which are prepared explaining the system to your employees.
HAROLD L. BROWNMAN
Deputy Director
for
Management and Services
Attachments
Appro " ~Por, ;fI olease,2002/05t01., , QIp-RDP7J8.05O7.7A090100140016-1
 Approved For Release 2002105/01 : CIA-RDP78-05077A000100140016-1
PERSDNNEL ag' i / I~;S ADMINISTRATIVE
13 July 1973 INSTRUCTION NO. 73--18.
FITNESS REPORTS FOR MEMBERS OF
THE MG ;CAREER SERVICE
3. TheMG career service, of which I am the head, has
adopted a new competitive evaluation system for our profes-
sional careerists through the GS-14 level. The objectives
of this competitive evaluation system are to:
a. proiaiee each officer with the standards upon
which.he will be competitively evaluated;
D, identify qualified i1G I careerists who merit
advancement on the basis of their demonstrated per-
formance and projected potential;
e. -counsel Wand motivate the individual MG
carceri.st by providing relevant information on' how
he is performing in relation to others in his grade;
d. improve the long range effectiveness of the
Management and Services Directorate by identifying
MMG : careerists wi th executive Potential; and
e. idertIfy M1G i careerists whose current per-
formance si rirls the n(-d for counseling, training,
reassignment, demotion or other action including
separation.
/r 2. Fitness reports are an important 'and
o d integral.:'part
o/~-A(-" 4 ~V he pel. 1 r s ~sAxei~, e sonn a:siub, ~.+ na-,g e Ol Jnt system in the G career serece
Rating officers and reviewing officials, ret ardless of Direc-
torate or Office, n-List rate the. MG `employee honestly and
realistically, presenting a fair and documented evaluation
of performance . All too often stock phrases show a-p in the
narrative portion of fitness reports. We find. that the in-
for m,ation we receive on. MG ' officers is tailored often ac-
cording to standards prevalent for officers belonging to
career services of the O Tice in which the MG officer serves..
Fitness report narratives which do not provide information,
required to aid in the evaluation of an MG careerist against
other MG careerists pos; significant problems to the evalua-
tion panels. The point being that the standards of the DD/'1111 S
'ADMINISTRATIVE - INTERNAL USE ONLY
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functional career services are not necessarily standards by
which S IG ;officers should be, judged. In order for me proper-
ly to !identify the strengths and weak,:esses of developing MG
officers, I have prepared the attached list of defined attri-
butes I an looking for in MG {officers .
Y. In an effort to achieve the objectives stated above,
I an asking that all rating and reviewing officers, regardless
Of Directorate or Office, comment in tens of the attributes
defined by this system in the narrative portion of MG officers'
fitness reports. I would like this system to begin with the
annual fitness reports due during DY 1974. This is in no way
a substitute for references to performance called for in the
Letter of Instruction to MG ! service members . Rather, it is
a complement to such references.
4. Please insure that this information is relayed to
the rating officers and reviewing officials of affected MG
Officers-within your , Office.
Att.
STATINT~ -
HAROLD L . BR01VNMA NT
Deputy Director
for
Management and Services
ADMI ISTR,VFT':'`i ~'~' ~L`, ~
Ail a 05~Aa0o1o0140016-1
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