REVIEW OF ORD T/O GRADE STRUCTURE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP79B00314A000800030006-5
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 5
• Document Creation Date: December 19, 2016
• Document Release Date: December 6, 2005
• Sequence Number: 6
• Publication Date: May 10, 1965
• Content Type: MF

Approved For.ase 2005/1 ~ .9f-RDP79B0031i00800030006-5
ORD 1307.65
'" LO:ANLUx 'O::
y an.... age sion,
Office of Personnel
Review of O.D Tj O Grade Structure
1. The proposed Office of Research and Development Table of
Organization has been reviewed in the. light of the Salary and Wage
Livision evaluation. The evaluation was presented to OAD in an informal
manner. This response is intended to be received in the same manner.
2. The evaluation by SW L was addressed toward the Oitl) FY 65
requirements and was reviewed by 031) against theme requirements.
OmtD" is aware of the current policies covering Agency personnel
strength and grade ceilings and carefully considered these along with
our commitments, responsibilities, and requirements to perform the
OctD directed mission.
3. 0RI; can generally agree with. the structure that SWD approved.
In a very few instances, we find that we must take exceptions. These
exceptions and reasons therefor are provided in the following paragraphs
We believe that there changes are warranted and recommend that they
be included in the final package approved by aWD.
4. Administrative Staff
a. This unit is small and consequently its duty requirements
are many and are diverse. The staff works under the direct
supervision of the Executive Officer with responsibility for support
.activities of the entire Office of # esearch and Development,
involving 132 external contracts and 66 people now assigned to
the Office. The Staff is also responsible for the coordination of
0kW support with other support components of the Agency.
Approved For Releas
;2005/12/23 : CIA-RDP79B00314A000800030006-5
 Approved ForMease 2005/12/jr:
P79130030000800030006-5
b. Functions normally grouped because of similarity and
assigned to individuals with a specialty are handled here as
additional duties by fewer people. The staff must recommend
and disseminate policies, procedures, and standards for general
personnel administration and security in the Office of Research
and Development. It provides the chairman, secretariat services,
and administrative support for the 0RL Career Service Panel
and assists in the procurement It new ORJ) personnel. It repre-
sents the AL' j 0Ri3 as the Office Training Officer and coordinates
and monitors the ORW training activities and requirements.
c. The staff is contlawmssly involved in security activities
with contractors, other -vernxnent organizations, and 0111)
personnel and programs, including such items as investigation
of security violatic, coordination of cryptonyms, procurement
of special clearances, supervision of 01 document control
procedures, and dissemination of security policy and guidance
as required.
d. The annual and long-range budget and periodic Status
of E`unds are the responsibility of this staff. It maintains ledgers,
prepares and processes all expenditure forms, and coordinates
travel for the Office. It monitors the expenditure of contract
funds and management funds and initiates Instructions necessary
for interpretation and implementation of the Office of Finance and
01,1 fiscal policies. It represents 01i,L on all administrative
and fiscal matters pertaining to regular and special logistics
support and external project procurement activities.
e. In addition, the staff is responsible for space and
supporting facilities requirements and coordinates support to
meet 0RW graphics requirements. In some cases it provides
actual graphic support. It also maintains a registry and central
document file for 0 and provides inter-office and intra-Agency
courier service for UAD.
f. These diversified duties are complicated even more by
the fact that over 601/1c of the ORD personnel are not only new to
the Agency but relatively new to Government employment also.
This adds to the burden of the staff by requiring extra guidance
and assistance for personnel unfamiliar with Agency policies and
procedures. For the next two years It is anticipated that this
will continue to be the case as 01W continues to add new personnel
to its roster.
Approved For Release 2005/12/23 :CIA-RDP79B00314A000800030006-5
 Approved For ease 2005/1 2 DP79130031 0800030006-5
g. Since an incr a in the Administrative Staff is not
planned during this perms and since the duties now involved
require initiative, diversity, experience, and stamina, the CSR
opinion is that SWI) graded the positions too low. In addressing
our discussions to the F Y 65 requirements some easing of grade.
can be tolerated when compared requirements of the over-all
structure as the ORl) ultimates -n -ing goal is approached. A
ary of the above evaluatlee is as follows :
Summar of Administrative Staff j~jEirements
OR1.+' ORD
Original SWD Agreement
Admin Officer
Budget Officer
Ad.nin Asst
info Control Clk
5. Analysis Division
a. It seems that the mission and responsibilities of the
Division were not adequately described, or that. an error was
made in transcribing the grades approved by SW D. Each of the
five positions planned by ORI), except the secretary-steno
icon, was downgraded one level from those proposed by ORD.
b. The importance of the work in this Division to the
improvement of the quality and speed of interpretation of intellt-
gence is tremendous. The program of this Division is the source
in other parts of the Agency of programs which will grow as
;dress and development continue in the Analysis Division.
They must accomplish basic and applied research and development
in the field of automatic analysis of intelligence data information
storage, and pattern recognition. In addittion, it must conduct
scientific analyses of advanced concepts and operational systems
which will enhance the processing of raw Intelligence data.
C. The current program covers five areas of effort, I. e. :
Recognition, adaptive, and decision processes
Logical and linguistic analysis
Intelligence systems and procedures
1t?acchine-aided intelligence processing
Mathematical analysis
Approved For Release 2005/12/23 : CIA-RDP79B00314A000800030006-5
-1 1
-3-
 Approved Foreease 2005/12/2 RfP79B003~000800030006-5
d. This work represents high-need areas for emphasis.
lAersonnel to man these programs must be experienced in their
fields if GAD is to produce meaningful results. Time Is not
available to hire inexper"wed personnel and train them in the
areas -w re results are needed now. 7 perisace is obtained only
at a price. The ORD proposed levels of grading the needed
employees were chosen only.after careful thought was given
oncerning the training and experience level desired of the
employees. A compromise at the GS lb level can be accepted
for FY 05, with only Me allotted. However, the second GS-15
slot will be desired for a later date.
e. The GS-16 slot that was deleted by SW
ition of Chief of the Division. His experience and
responsibilities in establishing and maintaining the ambitious
program confronting his Division require the GS-16 level.
lyais Divisioe
03D
.0rijana
l
6.
ORD
A ement
a l .vis on an error was made in the "ORD Proposed"
color. 04 proposed that the chief be a GS-16 instead of the GS-15
as Indicated in the SW L prepared copy. The GS-16 level in designed
for this position because of the program and personnel responsibilities
and the background requirements (Ph and twelve yeears' experience)
involved. It to believed that the RD. original proposal is valid.
o Cal sole]
S'ummar of Biological Sciences Division i Le q . irements
Approved For Release 2005/12/23?: C
DP79B00314A000800030006-5
 Approved For ease 2005/12/ c P7.9BO031P00800030006-5
Xveedical Sciences Division
a. The title of this Division was transcribed as "Services'
instead of ' eiences". 'This should be corrected to read "Medical
Sciences Division".
b. No supergrade or $PS is proposed for this Division during
:F? 65 but SWD assigned, a Cm- 16 to the Division and dropped one
of the three GS-15 positions that had been planned. OEW plans to
add the SiS in FY 66 as part of its programmed increased in
personnel from 70 in i?`Y 65 to 80 In FY 66 as currently authorized.
c. Please make this correction for the k"Y 65 T/ O.This
would show :Medical Sciences with grades as indicated under ORD
in the following table.
Summary of 1k edical Sciences Livision R,e irements
OAFJ Original
. Behavioral Sciences Division
01W acce the changes proposed by SWD for this Division
in .0"Y 65. M'+, should be noted, however. that O3D did not propose a
GS-13 slot as indicated in the "OW - :proposed" column.
9. If you wish to discuss any of these points in detail, we shall
be happy to do so. Please lot us know of the final action taken on this
x Latter.
Assistant Director
for
:lesearch and Development
1 -4pr v l For Rgle!a MMCN23 : CIA-RDP79B00314A000800030006-5
ORD/ Ah
Distribution:
0&1 - addressee
1 - DAD/ ORD
1 - DD/ S& T Personnel
1 - AEO/ ORD