Panel Study of Medical Staff Personnel Guide Distribution - Long Range Efforts on the Medical Staff Personnel Program

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-06180A000200060001-9
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: April 30, 2001
• Sequence Number: 1
• Publication Date: December 22, 1960
• Content Type: MEMO

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STANDARD FORM NO. 64 Approved For Release 2(31/05/11 Cl p78-06180A000200060001-9
Office- Memorandum ? UNITED STATES GOVERNMENT
? Chairman, Medical Staff Career Service Board
DATE: 22 December 1960
FROM : Chairman, Medical Technician and Administrative Panel
SUBJECT: Panel Study of Medical Staff Personnel Grade Distribution.-
Long Range Effects on the Medical Staff Personnel Program
I. Problem:
To determine if a "head-room" personnel management problem exists
within Medical Staff and if so, to submit recommendations for alleviating
it.
II. Conclusions:
It is the unanimous conclusion of this Panel, that, barring drastic
changes in CIA retirement policies or unforeseen expansion of this
Agency, the Medical Staff will be faced with a serious personnel
management problem within the next 5 to 7 year period. This problem
will be created by an "over-grouping" of medical technical and
administrative personnel in the GS-9 thru 11 category without "head
room" for advancement. To a degree, this situation currently exists
in Medical Staff.
III. Discussion:
1. A Panel review of Medical Staff technical and administrative
personnel and their grade distribution revealed the following
data* which has a decided bearing on the aforementioned problem:
(a.) Total number of Medical Staff technical and administrative
personnel
(Headquarters and Field) . . . . . . . . . . . . .
*Data obtained from Medical Staff Personnel Officer
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(b.) Breakdown by grade of approved slots for medical technical
and administrative personnel:
Development Complement. . .
GS-6 . . . . . . . . . . . . . . . . . . . . . .
GS-7 . . . . . . . . . . . . . . . . . . . . . . .
GS-8. . . . . . . . . . . . . . . . . . . . . .
GS-9 . . . . . . . . . . . . . . . . . . . . .
GS-10 . . . . . . . . . . . . . . . . . . . .
GS-11 . . . . . . . . . . . . . . . . . . . . . . 25X9A2
GS-12 . . . . . . . . . . . . . . . . . . .
GS-13 . . . . . . . . . . . . . . . . . . . . . .
GS-14 . . . . . . . . . . . . . . . . . . . . .
(c.) Breakdown by actual grade distribution of medical technical
and administrative personnel:
Development Complement. . . . . . . . . . . .
GS-6 .......................
GS-7. . . . . . . . . . . . . . . . . . . . .
GS-8 . . . . . . . . . . . . . . . . . .
GS-10.. . . . . . . . . . . . . . . . . . .
GS-11 . . . . . . . . . . . . . . . . .
GS-12 . . . . . . . . .. . . . . It . . . .
GS-13 . . . . . . . . . . . . . . . . . . . . . .
GS-14 . . . . . . . . . . . . . . . . . . . . .
(d.) Average age of medical technical and administrative
personnel . . . . . . . . . . . . . . . . . . 34
Average per annum personnel losses within Medical Staff
(includes transfer elsewhere in the Agency, retirements,
resignation and separation). . . . . . . . 6
(f.) Total number of medical technical and administrative personnel
reaching retirement age (under existing retirement regulations)
within the next 5 to 7 year period . . . . . 0
2. It becomes quickly apparent by perusal of the above data that:
(a. )
The majority of medical technical and administrative personnel
are grouped in the GS-9 thru 11 categories with minimal "head
room" for advancement.
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(b.
(C.
The normal chain of progression by personnel in lower
grades is going to further over-load the GS-9 thru 11
grouping.
A "head-room" problem exists now for career Medical Staff
personnel in the GS-9 thru 11 category, and that further,
this problem will grow more serious with the passage of
time.
3. It is the opinion of the Panel that numerous individuals, if not
the majority, within the GS-9 thru 11 grouping will not have
reached their "professional plateau" with the attainment of these
grades. This opinion is arrived at thru personal knowledge by
the Panel of these individuals abilities and potentials. Needless
to say an individuals outlook, job performance and proficiency
leave much to be desired when he finds himself faced with a long
range situation where attainment of further promotions and more
importantly responsibilities, is an uncertainty if not an
improbability.
4. The Panel realizes that a "head-room" problem exists Agency-wide.
We are also aware of action being taken within various components
.of the Agency to alleviate this problem. These actions are varied
in scope and nature and usually tailored to fit the operating
needs of each component.
5. The Panel feels that the "head-room" problem, found to exist
within Medical Staff, is brought more sharply into focus by the
relatively fixed job requirements (medical technical or medical
administrative) occurring in Medical Staff together with the
relatively small size (personnel strength) of this Staff.
6. It is the opinion of the Panel that the inherent personnel
management problems arising from this situation are serious enough
in nature to warrant immediate remedial action. In its role as a
support element to the Medical Staff Career Board, the Panel
therefore feels obligated to bring this problem to the attention
of the Career Board together with recommendations for alleviating
the situation.
IV. Recommendations:
1. That, except in extreme emergency, recruitment of medical technical
and administrative personnel be suspended for the indefinite future.
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2. That intra-field re.-assignments and transfers be used more
extensively thus reducing the requirement for new personnel
as replacements for returning overseas personnel.
3. That the existent CIA "selection-out" program be more readily
invoked in those instances where individuals are consistently
showing a "sub-par' job performance.
4. That the existent CIA external placement program be more
extensively utilized in those instances where individuals are
consistently "marginal" in their job performance or when they
do not adjust to Agency job requirements. (e.g. overseas service,
security consciousness, etc.)
That all Medical Staff GS-11 positions be re-evaluated and
recommendations for "up-grading" initiated whenever and wherever
responsibilities can be added to these positions which would
warrant their "up-grading."
6. That Medical Staff ascertain whether or not there are positions
open elsewhere in the Agency which could be filled on a "loan"
basis by Medical Staff personnel. Such a procedure would offer
temporary relief from the "head-room" problem.
benefit from such a program.
That a program be initiated whereby attempts would be made to
place selected senior medical technical and administrative
personnel in positions elsewhere in the Agency. The Panel
realizes that selection of these personnel would have to be
made on basis of an above average job performance during their
assignment to Medical Staff, coupled with a well rounded Agency
training background which would prepare them for other Agency
assignments of equal or greater responsibilities. (See Panel study
on Training dated 21 October 1959) The Panel further recognizes
that excellent personnel would be lost to Medical Staff by such
a program requiring a change of the individuals career designation.
.It is, however, our belief that the resulting "head-room" gains
certain to be realized in a program of this nature would greatly
over-shadow the substantive loss of these individuals. Not only
would the Medical Staff "head-room" problem be alleviated, but
the individual, and more importantly CIA, would be certain to
Chairman, Medical Staff
Career Service Board
Distribution:
Original and 5 - Chairman, Medical Staff Career Service Board
1 - Panel file
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