OFFICE OF FINANCE COMPETITIVE EVALUATION SYSTEM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-05244A000200080004-4
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 12, 2016
• Document Release Date: May 1, 2002
• Sequence Number: 4
• Publication Date: February 14, 1973
• Content Type: REGULATION

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OFFICE OF FINANCE NOTICE NO. 4-75
SUBJECT: Office of Finance Competitive Evaluation System
I. POLICY
It is the policy of the Office of Finance:
A. That careerists under its jurisdiction for career management
be competitively ranked by grade levels, and that the compet-
itive ranking lists be used as the basis for promotions, career
counseling and assignments;
B. That competitive evaluations be conducted and computed at least
annually;
C. That the criteria of the evaluation system be reviewed annually
by the Career Board in order to maintain its relevancy to the
management needs of the Office of Finance;
That the criteria used for competitive evaluation purposes be
published and be readily available to all careerists.
E. That marginal employees be so notified and be counseled as to
how they can improve their competitive standing.
II. OBJECTIVES
The objectives of the Competitive Evaluation System are:
A. To provide a mechanism by which all MF Careerists will be
competitively evaluated and ranked;
B. To identify those individuals who merit career advancement
either in terms of promotion or assignment;
C. To provide relevant data to assist Management in identifying
MF Careerists for development, assignment, training and
counseling.
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III. EVALUATION PROCEDURES
A. MF Careerists have the opportunity to pursue many and varied
career paths. For this reason, the Board has requested that
the respective panels evaluate the professional careerists in
terms of actual experience as well as potential in the following
fields of endeavor:
General Finance - Each panel to develop criteria to be evaluated
based on the grade level of careerists being rated.
Budget - Experience gained in Budget Formulation and execution
both in the field and at headquarters.
Audit The degree of expertise expected of a careerist in this
field varies. Each panel to determine the criteria to be
evaluated based on the grade level of careerists being
rated.
Systems - Assignments involving systems or procedures analysis
and/or development and development of computer applications.
Monetary - Experience acquired as a result of either headquarters
or field assignments.
General Support - Experience acquired as a result of overseas/
headquarters assignments.
B. In rating non-professional careerists assigned to the main
office, the following skills are evaluated, which are self-
explanatory:
Payroll Audit
Travel Monetary
Accounting
Careerists in the Secretarial field are evaluated based on the
following skills:
Typing Filing
Shorthand
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C. Fitness reports are the basic tools used by the evaluation
panels. The individual Career Panels are responsible during
the course of the evaluating process, for taking into consid-
eration the characteristics listed below, as appropriate, in
relation to the grade of the employee:
Acceptance of responsibility
Effectiveness of oral and written expression
Ability to think clearly
Supervisory effectiveness
Contribution to EEO
Initiative
Productivity
Quality of work
Resourcefulness
Demeanor
Cooperation
Cost Consciousness
Versatility
Creativity
Decisiveness
Maturity
Mobility
Although the Fitness Report is the basic tool, all panel
members are provided with the following information pertaining
to each careerist:
Grade of Current Position
Date of Grade
Year of Birth
Formal Education (above high school)
Internal and External Training Courses
Overseas Service
D. The two most recent fitness reports are the primary tools used
by the respective panels to evaluate performance. However, if
the current reports are not considered to be representative,
prior fitness reports are also available for use by the
respective panels during the evaluation process.
IV. PRODUCT
The Director of Finance has charged the individual career panels
with the responsibility for:
Recommending promotions
Recommending training
Recommending assignments
Assessing growth potential
Preparing Competitive Evaluation Listings by
ranking careerists in the following categories:
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Group I Promotability of two or more grades.
Group II : Promotability of at least one more
grade.
Group III: Unless a change takes place, promotion
possibility is limited.
Group IV : Employee offers limited value to the
Career Service.
The Career Board's responsibilities are outlined in OFN 20-12-74.
The Career Board and Panels are interested in developing criteria
most appropriate in evaluating Finance Careerists and will continue
to make revisions that are considered valuable in the competitive
evaluation process. Any comments or proposals that members of the
MF Career Subgroup have concerning revisions or additions to the
criteria should be referred to the Executive Officer/Office of
Finance. Such information will be reviewed and considered by the
Career Board prior to any further revisions to the criteria.
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