CSP MEETING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP79-00317A000200010012-5
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 6
• Document Creation Date: December 20, 2016
• Document Release Date: January 11, 2006
• Sequence Number: 12
• Publication Date: October 7, 1974
• Content Type: MIN

s Attachment 1
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REPORT FROM Chief, SB/PMS/ORD CSP MEETING
OFFICE OF RESEARCH AND DEVELOPMENT 7 October 1974
ADDITIONS
Secretary Steno, GS-07, to CS/PMS/ORD
on 2S ber 1974 from SPS/DD/S&T.
GS-06, Secretary Steno, to LSR/ORD on
September 1974 from Office of Logistics.
REASSIGNMENTS IDE OF ORD
Clerk ypist, GS-06, PPBB/PMS/ORD
transferred to OSI on 9 September 1974.
RESIGNATIONS
None
RETIREMENTS
None
PROMOTIONS
None
SI's
None
TDY DETAIL
Phys. Scientist-Res., GS-11, OT/ORD
h me -rom UhL on 1 October 1974.
(CS/PMS/ORD) Secretary Steno, GS-07, on 13 September 1974
APPLICANTS TN PR(1CF.RS
, GS-13 for TCR/ORD (Fully cleared)
-12 for DPR/ORD (Fully cleared - EOD: 21 Oct 74)
GS-12 for TCR/ORD
5-14 for DPR/ORD
1-14 for DPR/ORD
GS-13 for TCR/ORD
GS-14 for TCR/ORD
C LOYEE (In Process)
or CR/ORD
CONSULTANT
Engineering Specialist on 5 September 1974
(For
REASSIGNMENTS WITHIN ORD
ys Scientist-Res., GS-14, from CDAM/ORD
to PAS/ORD on 4 October 1974.
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 Attachment II
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COMPARATIVE RATINGS Definitions
DD/S FIT
GROUP A:
Those officers who are considered to have a
potential for further development and/or promotion.
This group represents those officers to whom special
attention should be paid, in terms of assignment
that would broaden their background and give them
additional responsibility in the-Directorate.
GROUP B:
Those officers who are performing satisfactorily
in their present assignment.
GROUP C:
Special Attention Category - those officers
who represent potential problems in terms of
assignment and./or performance.
ORD/Career Service' Panel (As of 7 October 1974)
GROUP A :
Those officers who have been 3dentified)for
further development an or promotion. This group
represents those o ficers to whom special attention
should be paid, in terms of assignment that would
broaden their background and give them additional
responsibility in the Directorate.
GROUP B:
Those officers who are performing satisfactgr*
in their present assignment and have the potentials
for further development and/or promotion. 1 -.11
GROUP C:
Special Attention Category - those officers
who represent potential career problems in terms of
assignment and/or performance.
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 Attachment II
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COMPARATIVE RATINGS - Definitions
DD/SfT
GROUP A:
Those officers who are considered to have a
potential for further development and/or promotion.
This group represents those officers to whom special
attention should be paid, in terms of assignment
that would broaden their background and give them
additional responsibility in the Directorate.
Those officers who are performing satisfactorily
in their present assignment.
GROUP C:
Special Attention Category - those officers
who represent potential problems in terms of
assignment and/or performance.
ORD/Career Service Panel (As of 7 October 1974)
GROUP A:
Those officers who have been identified for
further development an or promotion. T His group
represents those officers to whom special attention
should be paid, in terms of assignment that would
broaden their background and give them additional
responsibility in the Directorate.
GROUP B:
Those officers who are performing satisfactorily
in their present assignment and have the potential
for further development and/or promotion.
GROUP C:
Special Attention Category - those officers
who represent potential career problems in terms of
assignment and/or performance.
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CHARTER
OFFICE OF RESEARCH AND DEVELOPMENT
CAREER SERVICE PANEL
This notice outlines the organization and general
responsibilities of the Office of Research and Development
Career Service Panel.
2. ORGANIZATION
a. The ORD Career Service Panel will consist of the
following members:
(1) Ex Officio Member
Director
(2) Permanent Members
(a) Chairman
(Deputy Director/ORD)
(b) Division Chiefs
(c) Such other permanent members
as designated by the Director
of Research and Development
(3) Such other voting and nonvoting members
as appointed by the D/ORD to serve on a nonpermanent
basis. Passage of any action will require approval
of the majority of the voting members of the Panel.
For assignment, advancement and retention actions,
only the permanent members shall vote. All
recommendations will be a matter of formal vote.
Voting will be by a show of hands, or on a specific
issue by proxy in writing that has been submitted
to the Chairman, CSP/ORD, prior to the meeting.
(4) Executive Secretary
Administrative Officer (nonvoting)
(5) Recording Secretary (nonvoting)
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2. ORGANIZATION (Cont'd)
b. Meetings will be held on the first Monday
of each month and at the call of the Chairman. A
simple majority plus one of the permanent members
will constitute a quorum. The Chairman will
designate a member to serve in his absence.
c. The minutes of the CSP meetings will be
recorded and distributed "EYES ONLY" to CSP members.
A summary of the CSP activities will be disseminated
every 12 months to all Office personnel.
3. RESPONSIBILITY
It will be the responsibility of the ORD Career
Service Panel to advise the Director of Research and
Development on career management matters, to monitor
the application and functions of the CIA personnel
program as it applies to personnel with "R" Career
Designations, and to advise the Director on actions
for other than "R" Career Service personnel. Some
of these responsibilities and duties may be delegated
to subpanels or committees by the CSP.
a. The ORD Career Service Panel will develop
and monitor a career management program for all
personnel of the Office and advise the D/ORD in the
following matters:
(1) Implementation of Agency and
SFT Career Service Board personnel programs;
(2) The policies and procedures for
office career development, position assignment,
promotion and training;
(3) Other duties as directed by D/ORD.
b. The ORD Career Service Panel will conduct a
competitive evaluation by rating and preparing a
promotability list for all ORD personnel through GS-14,
as required.
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4. FUNCTIONS (Cont'd)
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c. The ORD Career Service Panel will
review and make recommendations to the D/ORD
in the following areas:
(1) Requests for promotion to
grades through GS-15 in accordance
with
(2) Requests for all external
training in excess of two weeks and
costing $500 or more;
(3) Requests for internal
training of more than 160 hours;
(4) Recommendations regarding
honorary, merit, and QSI awards;
(5) Recommendations regaring
marginal professional employees.
Date i
toy of Researc an Development
25X1A9A
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