ANNUAL REPORT- FISCAL YEAR 1970

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP79-00235A000100030023-3
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 9
• Document Creation Date: December 9, 2016
• Document Release Date: April 13, 2001
• Sequence Number: 23
• Publication Date: July 24, 1970
• Content Type: MF

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MEMORANDUM FOR.: Director of Personnel
VIA DD/Pers/SP
SUBJECT Annual Report - Fiscal Year 1970
Report for Contract Personnel Division.
eputy Chief
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Summary of Accomplishments
1. Expansion of automatic data processing to provide additional information
including processing of periodic step increases.
2. A. retirement program for selected non-staff personnel is about completed
with immediate approval anticipated.
4. Unemployment compensation authorized contract personnel.
6. Service computation requirements have heavily increased to the almost
full-time services of a technician.
7. Revision and efforts to publish contract Handbook continues.
8. Review and reduction of contract needs continues.
9. Monitoring existing contracts and requests for preparation of contracts for
retired annuitants continues as an exacting task.
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SECTION I. HIGHLIGHTS
1. Automatic data processing has now become an accepted part of the scene.
The emphasis upon tight personnel ceiling controls underscores the timeliness
of the installation of the system through the assistance and increased accuracy
that it provides. Although limited in its application, it is a beginning and the
first year of its operation has been a "shake down" period in which mistakes and
omissions have been corrected and the consumer has begun to learn how to use
and profit from the system. On a modest scale we are now beginning to extend
the information and service aspects with the anticipation of eventual extension
to cover the full contractual spectrum.
2. Non-staff retirement after a long period of cautious development and
consideration is at the brink of being launched as a formal Agency program. This
coming year will witness its approval and the processing of initial retirement
cases under its provisions.
3. Review of CPD terminated contract files proceeds at a pace commen-
surate with the time available for their individual review which is limited because
of heavy work load demands upon the time of the technicians. Reductions have
been made during the past year and will continue to be made in the future.
4. Publication of a contract Regulation and Handbook is a continuing
major, concentrated effort and goal. This past year witnessed a major setback;
however, efforts were immediately made to overcome our problems and once
more, it is hoped, we are back on the path toward approval and publication.
5. Retired annuitants continue to be a strictly maintained and audited
category of personnel. No substantial change in number or in policy relating
to their hire and use is anticipated.
6. Service computation requirements are reaching such proportions
that the possibility of task force application for an early resolution of the work
load is a strong possibility.
7. Social Security remains at a high level of interest. This area has
become particularly important in the mechanics of the proposed non-staff
retirement program. Activity will inevitably continue to increase in this area
because of the tremendous inclusive impact that this law has upon the lives of all
citizens.
8. The possibility of a program of field audit of contracts is a consider-
ation by this division for a possible improvement in the system of contract
administration.
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SECTION II. ACCOMPLISHMENTS
1. The Application of ADP System to Contract Personnel.
Automatic data processing is no longer an innovation but part of the
daily scene and activity within Contract Personnel Division. The flow, translation
and storage of information has now assumed routine rythm of accomplishment.
Initial difficulties, oversights or corrections have been essentially identified and
corrected and sights set on the improvement and expansion of the program.
Specifically, expansion has taken place in the sense that additional individual
information is now recorded and the timely processing and award of periodic
step increases is assured for individuals, when they are authorized. The
PSI processing was formerly the responsibility of the individual unit personnel
officers. If his records were not accurate and if he failed to maintain a
"tickler" system, the result would be an occasional oversight and failure to
timely process an action.
3. Unemployment Compensation.
For a considerable number of years Federal regulations and Executive
Orders have denied eligibility of Agency contract employees for unemployment
compensation. Earlier attempts by this Agency to gain exception to the rule
were prepared and coordinated with near approach to acceptance but met with
failure through an adverse ruling of the Civil Service Commission and the
Department of Labor. Recent volunteered remarks by Labor Department
officials indicated that another request for consideration might be more
favorably received.
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Pursuant to Contract Personnel Division request, the Office of General
Counsel, with. the cooperation of the Department of Labor and the Civil Service
Commission, after receiving pertinent legislation and regulation, submitted
an opinion that contract personnel, subject to Social Security coverage and who
were formerly denied unemployment compensation by virtue of Title XV of the
Social Security Act, by virtue of recent changes in the laws and regulations, are
no longer precluded from such benefit.
4. Retirement.
Increasing demands continue to be placed upon this division for study
and further development and refinement of a non-staff retirement program.
Studies have been completed, coordinated and revised gradually, with general
acceptance edging toward a solution only to fall short because of an objection
raised in coordination which had to be overcome. Pending resolution of
objections, resultant revisions, and subsequent coordination and approval, each
retirement situation has had to be faced on an ad hoc basis and developed
individually. However, for consistency, basic accepted principles contained
in the basic study as prepared for final approval have been applied in achieving
each case determination.
stem contributed substantially to the delay in final approval and inauguration
s
y
of the program. Disagreements have been resolved, full coordination is about
to be achieved undoubtedly followed by approval of the paper outlining the
program. Beyond approval and for the year to follow will be the establishment
of detail and. procedure, the writing of regulations and actual application.
5. Records Management.
An effort continues to reduce the amount of division records; however,
such effort is subject to and must give way to the pressures and demands of
daily work requirements. The pace of reduction of records already slowed by
confinement to periods of spare time is further confined by the requirement of
individual file review by a senior technician. At the time of initiation of the
program, Contract Personnel Division had a total of 129 boxes of files stored
in the Records Center. This total has now been reduced to 92. The rate of
progress judged by total number of boxes is deceptive inasmuch as what does
not appear in tangible form is the current review and consolidation of currently
terminated files which is done before the files are retired.
-iCGAT ...Snrna
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The total number of reemployed annuitants remains fairly static and
under continuing strict regulatory controls and monitoring. If there is a trend
that can be determined in the use of this type of personnel it would appear that
there is an increased demand and use of retired personnel for writing Agency
histories. There also appears, to a lesser degree, a realistic consideration to
employ those individuals possessing unique skills, backgrounds and associations
in operational situations. Each individual case is carefully scrutinized and
evaluated as to justification. Not only original submissions are required to be
justified and approved but each extension and action involving such personnel
and particularly compensation levels are also required to be justified and senior
level approval obtained.
8. Service Computation.
What was for years a service provided by this division requiring
minimal attention has recently and specifically during the year just completed,
evolved into a full-time occupation involving considerable and extended research
and personal consultation. The emphasis and attention now centered upon
retirement has contributed to the augmentation of this activity and has involved
this office in continued adjudication of factual patterns which contrast to the
labels of employment categorization selected and assigned during the early
days of the Agency.
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6. Reemployed Annuitants.
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9. Proposed Revision of the Contract Handbook and Regulations.
The beginning of the past fiscal year held great promise for the early
publication of the long belabored contract regulations and Handbook. However,
a decision by the Clandestine Service to remove Contract Agents from the
purview of the regulations obligated a major revision and rewriting of both the
regulations and the Handbook to obtain language acceptable to all concerned.
The resolution of differences between the offices concerned in the rewritten
versions represents the present objective and upon final achievement of that
goal the long path of formal coordination still lies ahead.
10. Contract Personnel Management.
The last annual report contained initial remarks in this area of
consideration and division effort. Originally the Contract Personnel Division
was conceived and preoccupied with merely a service of technical expertise
in the formulation and production of contracts. Maturity and experience has
added much more to this basic concept. This division has evolved into a
compodium of all that concerns an individual engaged by contract. There has
also been a growing emphasis and realization that each document represents
an individual and that with each document there is a dual obligation of protection
of the interests of the individual and of the Government. In the light of the
foregoing, this division has pioneered many of the personnel gains now
enjoyed by contract personnel as a normal incident of their relationship to the
Government.
By virtue of the fact that this and most other Government agencies and
departments are not familiar with the administrations and management of
contract personnel, they have sought our advice and consultation in the
administration of their own contract programs. Model contracts and agreements
have been prepared for them upon request and assistance given in the resolution
of their particular problems.
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Plans and Objectives - 1971
1. Completion of review and reduction of records in Archives.
2. Completion of coordination and final publication of the contract
regulation and Handbook.
3. Completion, coordination and publication of a regulation and procedures
relative to non-staff retirement program.
4. Initial planning and trial for feasibility of field contract inspection program.
5. Organization of task force for reduction of mounting volume of service
computation requirements.
6. Expanded flexibility and use of PERCON to provide availability of
specialized information and reports.
25X1A 7. Publication of regulation "Procurement contracts for the services
of individuals",will create an opportunity of experience in pursuit of
understanding and better definition in the long term confusions between
areas of jurisdiction of industrial vs personal services contracts.
Plans and Objectives - 1972
1. Continued sophistication of PERCON may achieve level of acceptance and
reliability whereby it may eventually serve as authority upon which
Finance will base payments to personnel under contract.
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