PROPOSED INCREASED AVERAGE GRADE FOR FY 1972

• Document Type: CREST
• Collection: NGA Records (Formerly NIMA)
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78B05703A000500020006-3
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 11
• Document Creation Date: December 28, 2016
• Document Release Date: November 19, 2003
• Sequence Number: 6
• Publication Date: July 28, 1970
• Content Type: MF

CENTER ROUTING SLIP
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DEP/DIRECTOR
EXEC/DIRECTOR
SPECIAL ASST
ASST TO DIR
HISTORIAN
CH'PPBS
DEP CH, PPBS
EXO/PPBS
CHiSS
DEP CH-SS
SC & P
RECORDS MGT
PERSONNEL
LOGISTICS
TRAINING
SECURITY
FINANCE
CH, IEG
DEP CH'IEG
EXO IEG
CH, PSG
DEP CH PSG
EXO PSG
CH/TSG
DEP CHI TSG
EXO,TSG
DIR/ IAS/DDI
CH%DIAXX-4
CH; DIAAP-9
INITIALS D TE REMARKS
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NPIC/I)-23 /70
2 JL;-1310
j,NU, l2ANDUE*i FOIL: ODI Planning O ficer
SUBJECT : proposed Increased Average Grade for PY 1972
1. This memorandum Provides the basis for our proposal to raise
the Center's average grade in FY 1972. We believe that an average
grade of abdut 9.800 would alloww, us to move toward establishment of a
stabilized base of trained and experienced personnel in the wide range
of professional skills needed by NPIC.
2. A review o# the Center's average grade over the past five years
shows a steady increase from a low of 9.364 in FY 1906 to the FY 1971
level of 9.685. while this upward trend does indicate a fair amount of
favorable attention to the Center's needs, it should be pointed out that
a high proportion of the increase over these years is attributable to
the transfer of some 30 lower graded positions to the Printing Schedule,
and the deletion of a number of other positions, usually in the lower
grades, to effect directed reductions in authorized strength. Additionally,
an increase in authori zed strength in 17Y 1.971 accounted for a large part
of the grade increase with the approval of some 30 new proossiofal
positions, mostly in grades CS-09 and above. 37aus, the grade point
increase has been only marginal in its effect on the bulk of the Center's
personnel.
3. In our planning for the future we are endeavoring to hold our
personnel strength to its present level. We believe that the authorized
25X1 complex :eat of 1:i.1l be adequate to meet our needs, at least in nuahers,
over the next -ew years. I am concerned, howevor, that we may be placing
too much emphasis on quantity of personnel to meet the exploitation needs
of the future, rather than improved quality of personnel. 111ith a view
toward shifting the emphasis toward quality, I have already proposed
additional funds in the training area in the hope that we can raise the
educational and skill levels of our personnel. Supplementary to the
anticipated effect of this shift is the hope that we can offer sufficient
remuneration for and recognition of professional skills by raising more
positions from the apprentice or entry level to the recognized journeyman
level, by upgrading supervisory positions to the appropriate grade, and
by providing for highly :killed technical specialists at higher grade
levels. If those proposals are favorably considered we look to a higher
retention rate among skilled professionals and the availability of a
highly skilled work force, pcrlaaps fewer in numbers as we tighten up raur
organization and adopt aaore efficient operational procedures.
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 SECif
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;;I)i3JP1 f: Proposed Increased Average Grade for FY 1972
4. For FY 1972 we propose the following:
ar.. Addition of seven professional positions in the
Applied Photo Sciences Division of the Technical Support
Group to augment the initial phase handling and post-flight
analysis activities of the "Tiger Team." The jouratey t an
level for the Photo Technologists is GS-12. +'.e propose
four GS-11 and three GS-09.
b. Upgrading the following, professional positions to
the jozirneyi-nan level recognized by Position Management and
Compensation Division, OP. This is .:1 continuation of the
program initiated in FY 197.1.
(1) Photointerpreters - Journeyman -rado is,
G`>-12. About 53a of the PI 1posit;ions are currently
at journeyman grade level or above. Excluding g the
PI supervisory positions in grades GS-13 to C 7-15,
only about 42% of the working PI positi.ons are at
journeyman level. Ideally, about 60-70% of the
P1 working force should be experienced PI's graded
at the journeyman level or above, leaving only
about 20 positions at the apprentice level to pro-
vide for newly hired personnel. 1'91e believe that
it is reasonable to plan toward reaching this goal
over the next few years. For FY 1972, however, we
propose upgradings providing; 11 r.more GS-11 and 4
more GS-12 positions, with about 60-70% of our
working PI force at M-11 and above, deferring the
balance of the upgrading to GS-12 for subsequent
years. These increases would give us some flexibility
in carrying out our plan to .reduce the number of so-
called "collateral research analysts" and in devol-
caping`. the better-qualified, all-around imager,-analyst
concept.
(2) Photogra metrists' - Journeyman grrade; is
GS-11 A ;r photogrrannnetra.sts in mensuration and GS-12
for photog rammetric antalysts. In FY 1970, we accom-
modated some upgradings in the Pho;togrammetry Division,
IEG, by changing a few positions from photograanaa:etrists
to photograanaetric technicians, a lesser skill category
at ra..lower grad; level to perform routine mensuration.
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SUBJECT: Proposed Increased Average Grade for FY 1972
In the lphotogrmlMe.tric analyst category (in
l'hotogra, ictry Division, IEG, and Applied Photo
Science and Research and Engineering Divisions,
T. G) about half are at journey man level or above.
Upgrading of three positions in lEG and three
positions in TSG from CS-11 to CS-12 would provide
for about 70% at journeyman level or above, leaving
eight Positions at the GS-09-CSC-11 level, a suffi-
cient number to meet attrition/recruitmont needs.
(3) Phototechnologists - Journeyman grade is
GS-12 for positions in the Applied Photo Science
Division, ,3G,, for image evaluation, and GS-12 for
positions in the Research and Engineering Division
for R#D specialists. In this area. Of relatively
little attrition our T/e? still has five positions
in the image evaluation category and four positions
in the RFD category below the journeyman level.
Each of our trained and experienced phototechnologists
represents a sizeable investment of time and money
over a number of years. Although retention of these
skilled tedini.cians his not been a particular problem
in the past, we foresee some difficulty in the future
as opportunities for advancerzent in NPIC dwindlo.
' c propose no upgrading in the RFD category for i'Y 72.
In the image evaluation category, however, with the
introduction of seven now positions at the CS-09--CSM-11
level only about 50a would be at journeyman level of
(-S-12 and above. Iixcluding the supervisors at GS-13
and above, only 25% would be at journeyman level.
We believe that two or three positions in the appren-
tice grades will he sufficient after PY 73. For FY 72
we propose upgrading five positions to the GS-12
journeyman level, leaving the seven now positions at
the CS-09-GS-11 level.
(4) Mathematicians - Journeyman grade is GS-12.
About 38% of the mathematician positions arc' at the
journeyman level or above; excluding supervisors,
only 20% are GS-12, the remainder hein,, in the CS-09-
GS-ll apprentice grades. We have ex,orienced a high
race of attrition in this category of personnel..
We do not expect cc plete success in alleviating the
high attrition among m athem ati.cia.rs, but we do feel
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StJ iJL:C I ; Proposed Increased Average Grande for 1Y 1972
that a higher proportion of the positions at the
journeyman level may provide some measure of addi-
tional job attractiveness to encourat e mathematicians
to remain. We propose, therefore, to upgrade seven
positions to GS-12, providing for 55% at the journey-
man level and the remainder (nine positions) at the
GS-09-GS-11 level.
(5) frog rammasers - Journeyman grade is CS-111
Again in this category about 38% are at the journeyman
grade 'level of CS?-11 with the remainder in the appren-
tice CS-07-C'S-09 grades. Like the mathematiciaans,
this is also a category of high attrition. 1 We believe
that a mix or about 70% journeyman and 30% apprentice
would provide a more reasonable incentive to retain
these critical specialists in whom considerable
training time and effort is invested. We propose
upgrading four positions to the journeyman level,
leaving four positions at the GS-07-(-',S,-09 level.
(6) Computer Operators - Journeyman grade is GS-09.
About 56% of the computer operator positions are at
journeyman level or above. Excluding supervisors, only
41 % of the operators are at GS-09. Although this is
also a high attrition category of personnel, we believe
that the mix of 50 . j ourne)maan and 5010 apprentice is
appropriate. We propose upgrading of two operators
to the GS-09 level.
c. Upgrading of positions to provide supervisors (Section
Chiefs) in the appropriate grade.
(1) With the FY 1971 increase of 27 CIA PI
positions and the anticipated increase of some 27
M ;positions from I)IA, IEG requires five additional
Section Chiefs at the CS-13 level for efficient
management and control of the additional personnel.
For FY 1972, however, we propose upgrading only two
GS-12 to GS-13 to provide additional Section Chiefs
for the Scientific Division and the Western Geographic
Division, deferring the other three positions until
FY 1973 in favor of raising more PI positions to the
GS-l1/GS-12 level.
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SUBJECT: Proposed Increased Average Grade for PY 1972
(2) In the Photogramiiotay Division, TPC, the
Branch Chiefs are GS-14, while the Section Chiefs
in two sections are CS-12. We believe that upgrading
these Section Chief positions is appropriate. We
propose to use one existing GS-13 position for one
section and to upgrade one GS-12 to GS-3.3 for the other
section.
(3) t'dit)i the increase of seven new phototechnologist
positions in the Applied Photo Science Division, TSG, an
addi.tiorial Section Chief :rill be required for "Tiger Team"
activities. INC propose upgrading one CS-12 to GS-13.
d. Upgrading several positions in the Automated.InforTFation
Division (in addition to the ' athematicians, Prograrxaers, and
Computer Operators proposed for upgrading to journeyman level as
discussed in paragraph 3b). In our planning for the. next few
years we are attempting to move from a high degree of reliance
upon contractual assistance to the establishment of a worthy
in-}souse capability in AID. 'He see tho need for special non-
supervisory technical expertise at the CS-14 level to provide the
kind of juidance and direction necessary in the computer field
today with its continuing advancement in technology and application,
i.,)iprovement of on-going syster.,s, and dove Iopw,ent of new generations
of equipment and software. Although we believe that GS-13 is the
proper grade, for. PY 72, we propose to apply two Cw-13 and two
GSi4 positions in implementing the Technical Advisor/Senior Analyst
concept for the division and three technical branches, deferring
the upgrading of the two CS-13 positions to suhsequexit Years.
As an initial step toward Improvement in AID, we propose upgrading
two CS-11 Programmer positions to CS-12 Computer Specialist and
Computer Systems Analyst, higher skill categories.
e. Upgrading several positions in the Support Staff to provide
a, proper organizational structure and increased assurance that
support personnel assigned to NPIC will have the degree of experience
and ability to meet our needs, in those support functions.
(1) Upgrade Deputy Chief- of Personnel, Logistics,
Security and Training Branches from cS- 12 to CS-131
Deputy Chief of Pinanco Branch from CS-09 (Finance
Officer) to GS-11 (Deputy Chief), and a Personnel
Officer from GS-11 to GS-12.
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Stli'JEU: Proposed increased Average trade for FY 1972
(2) Upgrade the Contract Administrator in the
Office Of the Chief, from CIS-09 to US-12. This
position was evaluated several years ago; since its
responsibilities were considered to be at the CS-12
level, the position was carried as a GS-09/12.
f. Upgrading of several technical specialist positions in
the Technical Service's Group.
(1) Physical Scientists - We have a total of
eifht, iihysical Scientists in the Advanced Techaaology
Branch of the, Research and Engineering, Division -
one CS-14, four CS-13, one G,8-12, one, CS-11 and one
CS-09. Although a - journeys an grade level has not
been recognized fear this highly technical sl;.i-11
category of personnel, we believe that it is equal
to the Phototechnologist in technical expertise
required in imagery exploitation research and
develope,ent activities. As an initial step, we
propose-for FY 1972 upgrading the GS-D9 to CAS-11
and the CS-11. to CS-12.
(2) tblectro-Optical Engineer and Optical Specialist - -
For FY 1971, we initially proposed adding these two
positions at the GS-13 grade level. F ecause of average
grade constraints they were added at the GS-12 level.
As we loot: forward to FY 1972 and beyond, the need to
plan for the introduction of electra-optical imagery
becomes more apparent. These. two positions represent
a modest endeavor to provide the expertise necessary
in POT exploitation planni.nlg. We believe that the
CS-13 grade level is more reasonable and propose
upgrading these two positions to GS-13.
S. In swimary, we propose entering the seven newly authorized photo
tochnolo ;Yi.st positions at the -('5-09/CSS-11 grade level 1. (71 grade points) ,
and upgrading 64 positions, of which 47 are in personnel categories for
which a journeyman grade has been recognized (83 points), four are
Section Chief positions (4 points), six are technical specialists (7 points),
and seven are in the support services (10 point's). Adding t1ne total of
175 grade points to our FY 1.972 T/-C) of 970 (935'C,3 positions) would place
the average grade at 9.800, an increaso of .115 over the 9.635 approved
for FY 1971.
SECRET
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SUBJECT: Proposed Increased Average Grade for I`Y 1972
6. In 5uI)mitting this proposal to raise the Conlterts average grade,
I Have considered that it may be an uult:irnely recommendation in these"
hese days
of personnel currailr,ersts and budgetary restrictions. As I look toward
the FY 1972 period and beyond, however, I am concerned with .troll s=tho~ling
the degree of competence, experience, and technical expertise required to
do the job. It is P,l' hope that we can begin to pare away some of the
less productive positions in routine functional areas and apply such
savings to enhancing the productivity of the remaining positions.
25D(1
:xecuta.ve Director
National Photo raphic Interpretation Center
Distribution:
Original F, 1 - Addressee
1 - NPIC/ODIR
1 - NPIC/TSG
1. - NPIC/PSG
1 - NPIC/ILG
2 - NPIC/PPBS
1 - NPIC/SS
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IEG - 19070
15 June 1970
MEMORANDUM FOR: Executive Director, NPIC
SUBJECT IEG's Status in Coming up to Strength as Authorized
in FY-71 Table of Organization
1. Following is a table showing the status of on-board personnel
and prospective employees in-process in relation to the authorized table
of organization for FY-71:
PI
NON-PI
TOTAL
CIA
DIA
CIA
DIA
CIA
DIA
Authorized T/O FY-71*1
143
L43
178
4
321
147
On-Board
134+
108
185
4+
319
112
In-Process
21
6
41*2
-
62
6
*1 DIA approval of the FY-71 T/0 has not been received to date.
*2 16 of these are in-process against positions in PHD; of the
remaining 25, more than half have not yet been interviewed
and therefore may be only temporarily assigned to a non-PI slot.
2. That portion of IEG which is made up of CIA personnel is in a good
position to fairly quickly come up to the full strength called for in the
FY-71 table of organization. This could occur within 60 to 90 days after
the beginning of FY-71 and should certainly be accomplished by the begin-
ning of calendar 1971. This prognosis is based on the fact that during
calendar 1969, slightly more than half of those applicants put in-process
eventually entered on duty while the attrition rate was only slightly over
10 per cent. This general trend has continued into the first half of
calendar 1970 with 26 new employees entering on duty and only 14 leaving.
Should this trend continue, it may be necessary to cut down on the number
of prospective employees put in-process, otherwise we will be overrecruiting
for the number of slots available.
3. DIA, on the other hand, must await final authorization from their
own higher authorities before beginning to put people in process for the
additional slots called for in the FY-71 table of organization. DIA is
currently up to strength in positions calling for civilian personnel; the
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15 June 1970
SUBJECT: IEG's Status in Coming up to Strength as Authorized in
FY-71 Table of Organization
new slots authorized in the FY-71 table of organization are planned to be
filled by a mixture of military officer and civilian personnel. It is
estimated that after final authorization, it will be 90 days or more
before new personnel begin to enter on duty to fill these slots.
Chief, Imagery Exploitation Group
NPIC
Distribution:
Orig - Addressee
2 - NPIC/IEG
2 - NPIC/IEG/OD
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