SALARY AND WAGE DIVISION ANNUAL REPORT 1 JULY 1959 - 30 JUNE 1960

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP79-00235A000100020015-3
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 6
• Document Creation Date: December 9, 2016
• Document Release Date: April 20, 1998
• Sequence Number: 15
• Publication Date: June 30, 1960
• Content Type: PERRPT

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SALARY AND WAGE DIVISION
ANNUAL REPORT
1 July 1959 - 30 June 1960
SECTION 1. Major Accomplishments and Significant Developments During
Fiscal Year 1960
The primary purpose of the salary and wage program is to maintain a
practical and effective pay and occupational structure for the Agency, in
alignment with developments throughout the Government and in industry. In
carrying out this program, Government and industrial systems must be
continually reviewed and appraised to determine possible effect and necessity
for change in Agency practices to conform. Independent studies must frequent-
ly be made of problems peculiar to the Agency.
Major accomplishments during the year include the initiation of periodic
surveys of all components to maintain current! alignment and documentation;
review of all staffing and development complements under R - coordi- 25X1A
nation and maintenance of career service authorizations and maintenance of
career service average grades; development of'Career Service Staffing
Authorizations for fiscal year 1960 and preliminary work on CSSAfs for fiscal
year 1961; review of all supergrade positions'',and ceilings and necessary
revision for approval by the DCI; complete review and revision of the occu-
pational handbook to simplify processing under the RCA-501 system; develop-
ment and revision of position standards including a proposed pattern system
for clerical support in DD/P and another system for DD/I and DD/S; maintenance
of pay policies for scientific and engineering positions; studies of grade
and pay practices throughout the industrial world.
A statistical summary of major activities is as follows:
POSITION SURVEYS AND INDIVIDUAL ACTIONS Workload 25%
Positions Descriptions Positions
Organization No. Surveys No. Positions Audited Written Classified
DD/S
7
DD/I
1
DD/P
_
TOTAL
11
Position surveys are conducted by studying organizations and reviewing
positions and developing descriptions which are in line with current functions.
During the fiscal year they were conducted primarily for the purpose of bring-
ing organizations up to date and maintaining accuracy of descriptions.
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V*MW
STAFFING COMPLEMENT REVIEW AND DISTRIBUTION
Workload 22 %
Organization
T/0 Requests
T O Chan es
No. Positions
DD/S
214
214
DD/I
64
64
DD/P
166
166
TOTAL
444
444
The total position coverage in T/O changes is less than the preceding
year in total number of positions. This results partly, it can be assumed,
from the stabilizing effect of R he preceding year all components
were converted to the system under R . During the fiscal year the
total number of T/O changes, however, was approximately two-thirds that of
the preceding year. The present number of changes will probably remain
relatively constant on a maintenance basis.
GRADE CHANGES ON STAFFING COMPIEMENTS
tlpgradings Downgradings Net Change
102 98 4
The total number of upgradings and the net change are reduced from the
previous year. The total changes in the future will probably be relatively
small.
PLANNING PAPERS Workload 6%
Organization No. Planning Papers No. Positions
DD/S 11
DD/I 13
DD/P 15
TOTAL 39
This heading covers all review of planning papers under R In
some cases no issuance was necessary because staffing complemens ined
without change. Issuances are covered under Staffing Complement Review and
Distribution.
25X1A
25X1A
CAREER SERVICE STAFFING AUTHORIZATION Workload 8%
Organization No. Processed No. Spaces No. Personnel (CSSA)
DD/S 12
DD/I 12 25X9A2
DD/P 1
TOTAL 25
In addition to the total shown hexes approximately the same number were
processed in developing preliminary CSSA's for 1961.
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AMENDMENTS IN CSSA f s
Workload 1%
Number No. Spaces
Approx.,12 Approx. 36
While the workload under this category is relatively small, there are
numerous problems and extensive coordination required.
AVERAGE GRADE MAINTENANCE Workload 2%
Organization No. Career Services
DD/S
DD/I
DD/P
TOTAL
11
12
1
24
PAY CHANGES (Prevailing Rate Positions) Workload 2%
Position Category
Number Changes
or New Schedules
No. Titles
or Rates
New Titles
GA 8
24
1
GP 7
48
6
LB 1
1
6
WB 9
4
8
FN (Foreign National)
47
3
TOTAL 28
124
24
WB involved conversion of one area schedule to new wage system.
POSITION STANDARDS AND GRADING PIANS Workload 4%
Number Developed Number Positions
5
Standards include a proposed pattern system for clerical support in
DD/P and a proposed clerical pattern for DD/I and DD/S. The DD/P system
was intended to increase flexibility and reduce grades in some instances.
The DD/I-DD/S system was designed to provide better alignment and lower
grades to make more consistent with the Government as a whole. Action was
postponed because of the possible effect of the move to Langley on clerical
personnel.
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EXTERNAL WAGE AND SALARY DATA Workload 1%
Number Documents Number Wage Categories
7 200
SPECIAL STUDIES AND STAFF SERVICES Workload 22%
1. A monitor system was developed for the Career Service Staffing
Authorizations and assistance given POD in monitoring CSSA's.
2. Assistance was given in the revision of R11 to make it more
realistic for controlling under Agency ceiling'accounting procedures.
Simplified career service staffing authorization format was developed to
facilitate preparation by career service heads.
3. A complete revision was made of the Agency Handbook of Occu-
pational Titles and Codes to facilitate conversion of employees and
positions to the RCA-501 system.
4. Studies were made of industrial pay and practices for clerical
and semi-professional positions.
5. A study was made of executive pay in Government agencies and
military organizations including base pay, allowances, retirement pay
and take-home pay.
6. A study was made to determine the problems involved in bringing
employees under the new pay act, with particular reference to "saved pay"
employees. A revised instruction for employees in this category was
developed.
7. A study was made of the Merit System as it 25X1A6a
relates to Agency employees.
a. Procedures were developed for installation of new Wage Board
plans and schedules consistent with the revised system of the Army-Air Force
Wage Board.
Formal Training 2%
Other overhead, primarily leave 5%
SECTION 2. Objectives for Current Year and Status of Current Program
(1 July 1960 - 30 June 1961)
POSITION SURVEYS
Surveys have been initiated in two components. During the current
year survey objectives are to cover all areas involving substantial
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organizational or position changes. Eventually objectives are to secure
annual survey coverage. Present estimated coverage is as follows:
Organization Number of Positions
DD/S Area
DD/I Area
DD/P Area
TOTAL
STAFFING COMPLEMENT REVIEW AND DISTRIBUTION
The annual review of staffing complements is estimated to be approxi-
mately the same as for the preceding year i.e~ =positions.
PLANNING PAPERS
Planning Paper review is estimated to equal the preceding year,
approximately positions.
CAREER SERVICE STAFFING AUTHORIZATIONS
The workload for this category should approximately equal that of the
preceding year, approximately 25 CSSAts covering approximately 25X9A2
spaces. In addition; CSSAts will be reviewed and recomputed in December.
This will increase the workload.
AMENDMENTS IN CSSA's
Amendments should not exceed the total for the preceding year,
approximately 12 amendments affecting approximately 36 spaces.
AVERAGE GRADE MAINTENANCE
The same number as for the preceding year is estimated, approximately
24.
PAY CHANGES (Prevailing Rate Positions)
Approximately the same number can be estimated as for the preceding
year, 28 changes affecting 124 titles or rates.
POSITION STANDARDS AND GRADING PLANS
Approximately the same number of standards, 5, affecting the same
number of positions, _ as for the preceding year.
EXTERNAL WAGE AND SALARY DATA
It is estimated that approximately 10 documents will be developed or
secured affecting 200 or more wage categories.
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~r~
Special studies cannot easily be anticipated, however it can be
assumed that they will be similar to the preceding year. Review of
industrial pay plans and rates is a regular function which will continue.
Also maintenance of scientific and engineering pay differentials is a
continuing function. Some additional review of the Agency Occupational
Handbook will be necessary.
SECTION 3. Program Outlook for Budget Year (1 July 1961 - 30 June 1962)
POSITION SURVEYS
Surveys will continue to be directed toward the goal of performance
evaluation to maintain current organization documentation.
STAFFING CONPIEMENT REVIEW AND DISTRIBUTION
PLANNING PAPERS
CAREER SERVICE STAFFING AUTHORIZATIONS
AVERAGE GRADE MAINTENANCE
Functions under these categories it is anticipated will be carried
out as previously for the purpose of maintaining an organization effectively
attuned to the varying nature of Agency functions.
PAY CHANGES (Prevailing Rate Positions)
It is anticipated that this function will continue essentially the
same as in the past.
This function will continue to be one primarily of maintenance and
revision with some coverage of new activities.
EXTERNAL WAGE AND SALARY DATA
Accumulation of information and data of this type will continue to
be an essential function.
SPECIAL STUDIES AND STAFF SURVEYS
Continuing emphasis will be on studies of job patterns and practices
in other agencies and private industry. Development and refinement of pay
systems and techniques will continue.
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