DIA AND CIA ADMINISTRATIVE PRACTICES

• Document Type: CREST
• Collection: NGA Records (Formerly NIMA)
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78B05703A000400030002-7
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 3
• Document Creation Date: December 28, 2016
• Document Release Date: November 18, 2003
• Sequence Number: 2
• Publication Date: July 31, 1970
• Content Type: MF

NEI
Approved For Release 2003/12/22: CIA-RDP78B057G3
3
31 July 1970
MEMORANDUM FOR: Deputy Director, NPIC
SUBJECT DIA and CIA Administrative Practices
to discuss the differences in administrative practices of
two organizations. These differences, and our recommendations
concerning them, are summarized below.
2. The first difference is in the handling of promotions.
Junior personnel in DIA are promoted two grades at a time; i.e.
GS-07 to GS-09, and GS-09 to GS-11. Above GS-11 they are promoted
one grade at a time. DIA employees must be in grade for one year
before they are eligible for promotion, and the normal processing
delay means that employees in those grades may normally expect to
be promoted in 16 to 18 months. They thus get to GS-11 rather
quickly, and if they stay in the Center about half of them can
expect to get to GS-12. At that level they begin to compete for
other positions which may be open in DIA, so they are not neces-
sarily blocked at the GS-11/12 level. DIA has no ceiling on
professional jobs at GS-11 and below, and promotions to that
level can be almost automatic.
3. While CIA personnel"are promoted only one grade at a time,
we believe that other related factors tend to equalize the two
systems. There is no time-in-grade requirement for CIA personnel,
and they. can be promoted more frequently than DIA personnel.
Consequently, a competent CIA employee could be promoted from
GS-07 to GS-12 in about the same length of time as a DIA employee,
or even faster if he has extraordinary talent and the Director,
NPIC decides he should be moved ahead of his contemporaries. For
this reason we feel that the difference in promotion policies
should not cause serious concern.
4. The second major difference is in the administration of
overtime. DIA has a policy of paying overtime or authorizing
compensatory time to anyone who earns it, regardless of grade..
For CIA personnel in grades GS-11 and below, the same policy
prevails. CIA personnel in grades GS-12 and above are also
paid overtime or authorized comp time, but they must forfeit
DECLASS REVIEW by NIMA/DOD
Approved For Release 2003/12/22 C78B05703A00040003000
1. I have, at your request, arranged a meeting with
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 Approved For Relese 2003/12/22 : CIA-RDP78B05703AOA9400030002-7
the first eight hours each week. CIA is about to publish a reg-
ulation which would prohibit the payment of overtime to GS-15's,
and employees of both Agencies are subject to the statutory
limitation which limits the total combination of comp time and
pay to any individual in any one pay period to that which would
be paid to a GS-15, step 10. At some time in the past,
established a policy that no DIA officer occupying a position of
Branch Chief or above would be directed to work overtime. Thus,
for all, practical purposes, DIA employees in grades GS-14 and
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above are in the same position as CIA employees in the same grade.
(There are a few exceptions. of senior DIA officers who do not
occupy supervisory positions of Branch Chief or above.) The
major difference is thus in the handling of employees GS-12 to 14,
with DIA employees being paid for the first eight hours of overtime
each week while CIA employees are not.
5. Here again, we feel that the differences between the two
systems are not sufficiently important to justify an effort to
establish a common policy. We are reasonably certain that CIA
management would not approve a policy exception which would au-
thorize payment for the first 8 hours to GS-12's and above in
NPIC while continuing to deny it to CIA employees assigned
elsewhere. Further, the eight-hour policy has only recently been
reaffirmed by the Executive Director/Comptroller after a study of
several months. We would also be reluctant to recommend that, as
a matter of policy, DIA employees assigned to NPIC be treated less
favorably than DIA employees assigned to other posts. CIA has
always been guided by the principle that detached employees should
receive the entitlement of the parent service. We are not aware
of any serious problems which have arisen in the Center as a result
of the difference in procedures, and we would strongly urge that we
continue to handle it as a management matter to be controlled at
the Division and Group level.
6. The third difference which we discussed was in the
authorization of per diem for students enrolled at the PI course
at Offutt Air Base. DIA authorizes the maximum per diem of $25
per day, while CIA authorizes only $16. This is because NPIC
has determined that, with the accommodations normally used at the
base, $16 per day is adequate. The Standardized Government Travel
Regulations (which CIA must- use for domestic travel) stipulate
that it is the .responsibility of the authorizing official to
authorize less than maximum per diem when appropriate.
stated that he has recommended that DIA. follow the CIA practice an
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SCSI
Approved For Release 2003/12/22 : CIA~RDP78B05703A000400030002-7
 Approved For Release 2003/12/22 : CIA-RDP78B05703A000400030002-7
SUBJECT: DIA and CIA Administrative Practices
and authorize only $16. One of his objectives is to reduce travel
costs, so that DIA can send more students to the course. In any
case, we feel that the matter is one which should be resolved in
the DIA command channel. If they determine that $25 per day will
be paid, it would mean the continuation of a difference which is
undesir4ble but not necessarily unique. We would not recommend
increasing the per diem rate for CIA personnel, since that would
give each student windfall of approximately $1,000 while he is
attending the course. If the cost of living in the Offutt area
should increase we would, of course, consider raising the per diem
to cover the actual cost.
7. Within the Center the supervisory personnel of both
Agencies have done a great deal to provide equal treatment to all
employees in those areas where we can exercise some control.
Certain differences will always exist because the policies of the
two organizations are based on different enabling legislation.
Since these differences are relatively minor, and since any
change in the policies of either Agency would require the approval
of the Director of that Agency, we recommend that the Center con-
tinue to attempt to achieve the proper balance through good manage-
ment on the part of the supervisors.
25X1
Chief, Support Sta , NPIC
Distribution:
Orig - addressee
l NPIC/Exec Dir
1 NPIC/SS/PB
I NPIC/SS/FB
2 - NPIC/SS
l - NPIC/IEG
?S BET
Approved For Release 2003/12/22 : CI RDP78B05703A000400030002-7