OFFICE OF THE COMPTROLLER CAREER SERVICE
Document Type:
Collection:
Document Number (FOIA) /ESDN (CREST):
CIA-RDP80-01341A000100020001-7
Release Decision:
RIPPUB
Original Classification:
K
Document Page Count:
12
Document Creation Date:
November 17, 2016
Document Release Date:
July 10, 2000
Sequence Number:
1
Case Number:
Content Type:
REGULATION
File:
Attachment | Size |
---|---|
![]() | 547.93 KB |
Body:
-Approved For lease 2000/08/15: CIA-RDP80" 41 A000100020001-7
COMPTROLLER INSTRUCTION NO.
SUBJECT: Office of theComptroller Career Service
1. General
This order defines the policy, organizational structures and
procedures within the Office of the Comptroller for administering the
Career Service established under CIA
2, Policy
The Office of the Comptroller Career Services is open to all staff
employees and staff agents who have been designated "BFrr.
25X1A
3. Purpose
The purpose of the Office of the Comptroller Career Service program
is to establish a group of specially qualified indididuals who desire to
devote themselves permanently to performance of budget-fiscal functions in
the intelligence service of the United States GovernmSnt, and who are willing
to accept the obligatiors and conditions in that service which are essential
to the planning, establishment, operation and maintenance of the good budgetary
and financial administration of this Agency.
Organization
a. The Office of the Comptroller Career Service Board is composed
of the following i. rdividuals :
(1) The Comptroller and the Deputy Comptroller, ex officio.
(2) A chairman and four members selected from along the staff
or dividion chiefs of the Office of the Comptroller and a representative
from the kkkK Deputy Director Plans. The members are rotated so
that two are scheduled for each meeting.
3) Executive Secretary, an Administrative Staff member (non-voting).
Approved For Release 2000/08/15: CIA-RDP80-01341A000100020001-7
Approveg44 or 2Q0QljQ
J?raq QRWP4 41, A0001 00020001-7
(5) Placement Officer, Office of Persomel (non-voting).
5. Responsibilities and Functions
11 a. It is the responsibility of the Office of the Comptroller Career
Service Board to:
(1) Advise the Comptroller on matters affecting career management
in his Office.
(2) Monitor the application and functiordng:bd of the Career
Service program within the Office of the Comptroller including:
(a) The system of rotation within the Office of the
Comptroller.
(b) Scheduling a periodic review of all individuals
assigned to budget-and finance duties in the Agency to insure
that they are not overlooked for warranted promotion.
(c) Review of all applications Sxxmx BF personnel for
membership in the CIA Career Staff.
(d) Reviewing conditions of service and duty and making
recommendations based on that review to the CIA Career Service
Council concernirg working conditions and benefits that would
serve to strengthen morale and increase esprit de corps.
(e) Executing relevant decisions of the CIA Career Service
Council and making recommendations to that Council for improvements
of the Career Service.
(f) Reviewing Fitness Reports and proposed plans for the
utilization, development or separation of Career employees.
(g) Insuring that career employees on rotation from other
parts of the Agency are assigned duties providing experience
commensurate with the objectives of their rotation plan and that
Approved Fo'1$'Wa s64? -08145bbCI44R1 1) 3'414 OOlt(O02O064-7ponsoring
Approved For Reese 2000/08/15: CIA3RDP80-1A000100020001-7
component in accordance with current Agency regulations.
(H) Participation in the development and execution of
rotation assignments of p career employees to
other parts of the Agency, insuring that they are not overlooked
for.rranted promotion.
(i) As required by the Comptroller, review files of
prospective employees of the Office of the Comptroller in order
to assure acquisition of individuals having potential on,a long-
range basis as career employees. in this Office.
6. Scope of Action Author
Authority for action within the Career Service Board system for the
Office of the Comptroller is as follows:
a. The Career ServiceBoard will review promotion actions., rotation
actions, and applications for the career'staff of personnel holding
grades GS-through GS , and will investigate and recommend changes
in conditions of services for personnel of all levels.
b. Promotions will be based on qualification and demonstrated
ability to perform work in an approved available position at a higher grade.
Grade promotion steps as approved by the Classification and Wage Division,
Personnel Office, Amixixx will be used by this Office.
c. Individuals normally will not be rotated to a slot the grade of
which is more than one step higher than that held by the individual.
7. Appro tied Forms
The following forms are approved for rotation and promotion actions
within the Office of the Comptroller:
Approved -Fc AN 5.AADP
$Y41 ~0 O661 7
t~. Attachment b, Career Service Board Action
-1- -- r n , .. - _c. A_ w- (t_.4-. ~.c_~ t-g:
Approved For Re 2000/08/15: 'CIA-RDP80-01IA000100020001-7
8. Review Schedule
a. Rotation assignment action will be initiated six months prior to the
A end of a duty tour.
b. Individuals will be considered for promtoion in accordance with
listings for each grade group arranged in order of anniversary date of grade.
he review cycle for each grade group is established as follows:
c. If an individual is not promoted at t'e time he is considered in
accordance with the above schedule, his case will be reviewed automatically
every twelve months thereafter, or at any time upon receipt of a recommendation
by his supervisor.
d. Exceptions to the normal promotion progressions listed in paragraph
6. (b) and the time in grade requirements ixxpg kx will be made only
when it is clearly established that:
(1) An employee was initially employed at a grade belothat for
which he was qualified; or
(2) An individual is properly qualified for promotion based
partly on his experience prior to his entry on duty; or
(3) Such exception is necessary to recognize and utilize an
employee's outstanding ability.
9. Adminis'tion
at the Administrative Officer is responsible for providing essential
information which will insure efficient handling of rotation, promotion and
Career Staff Application review actions by the board including:.
(1 A table of organization for the Office including personnel
Approved For Release 2000/08/15: CIA-RDP80-01341A000100020001-7
assignments.
Approved For "se ase 2000/08/15 : C A-RDP80-0#i41A000100020001-7
(2) A listing of individuals)holding grades through ]in
order of anniversary date of grade within each grade series.
(3) Summary of personal history data.
(L) On individuals subject to rotation, the Administrative Officer
will furnish the Field Reassignment Questionnaire and relative information
from the field, which will include:
(a) Assignment preferences to be submitted by the employee.
(b) Supervisor's evaluation and recommendation concerning
employee's new assignment.
(c) Recommendation by the Chief of the Area concerned.
b. Recommended actions prepared in accordance with the authority under
k6.ap b, and c. wuixkkR will be made on a standard form providing for rotation,
promotion or career service applications as ;kppropriat.e, made up in two parts: (1) Part I will include data on the present station, the proposed q
station, present grade, date of grade, the T/0 slot including grade of
that slot, the proposed grade and slot, calendar months in grade, age
of the individual, number and age of dependents, education beyond high
school level including military training, promotion and. employment history
including military service.
(2) Part II of this standard form action will include appropriate
recommendations by the division or staff chief. This portion of the
action will provide convenient check-off facilities to insure that
appropriate training records and "fitness reports" have been reviewed.
Further, it will provide for concurrences-by the Board members and
the Deputy Comptroller, ankapproval by the Comptroller.
The following instructions are issued to assist division and staff chiefs
in the preparation of Career Service actions:
(1) Information necessary for the preparation of Part I of the
App dr of Re eb20O08M6i:1CIAbR[PP 341M0 146020001-7
--II - - 4 -
Approved For F lease 2000/08/15: CIA-RDP80-0 t 1 A000100020001-7
(2) The standard form will be forwarded to the appropriate
division or staff for completion.
(3) The division O r staff chief will complete Part I of the form and
make an appropriate recommendation on Part II of the form and return the
completed form to the Executive Secretary for scheduling for review by the
Board.
(ti) The following factors will be carefully considered as appropriate
and fully developed in discussions supporting rotation recommendations and
position assignment:
(5)
(a) Needs of service.
(b) Career development for the individual.
(c) Desirability of retaining individual under his present cover.
(d) Individual's preferences for reassignment.
(e) Present supervisor's comments.
(f) Number and age of dependents.
(g) Working and living conditions at prpposed station.
The following factors should b e carefully considered and fully
developed in discussion justifying promotion recommendations:
(a) Individual's performance of duty as related to the duties and
responsibilities of his position.
(b) Individual's growth potential for increased responsibility.
(c) Personal history and the "Fitness"Report.
(d) Slot availability.
(6) The following factors should be carefully considered in
recommending acceptance in the Agency Career Staff:
(a) Job Performance
On the basis of his prior record with the Agency and the
recommendations of his current supervisors, is the job performance of
ApprovedeF tR ei2QG tO /45o GIA-I Pf0 34194? O D&91o ffered
career status?
Approved For Ruse 2000/08/15: CIA RDP80-0484v1A000100020001-7
(b) Personal Conduct
Are there any indivations that'\the individual's on-the-job
conduct (i.e., inter-personal relationships, maturity, stability,
judgment, security consciousness, etc.) is deficient or would be
unbefitting a member of the Career Staff: Are there indiaitlions
that his off-the-job conduct is such that it might attract unfavorable
notice to himself or to the Agency;:
(c) Training Record
Is there evidence of unsatisfactory performance or conduct
in the individual's training record (including, assessment records)
which reflects adversely upon his suitability for an Agency Career?
(d) Evidence of Intent
Is there any evidence of lack of intent to reamin with the
Agency on a long-raib basis or lack of sincerity in the individual's
expressed willingness to fulfill the oblicrations of career service?
(e) Evidences of Inconsistency
Are there inconsistencies in the record of the individual or
in the recommendations of supervisors that require clarification and
might lead to evidences of unsuitability after the facts are fully
developed?
Approved For Release 2000/08/15: CIA-RDP80-01341A000100020001-7
IN STRUA'I`pSpvggEFE~1%'iudse 2000/08/15: CIA-RDP80 1A000100020001-7
CAREER PREFERENCE OUTLINE
FORM NO. 1030
CAREER PREFERENCE OUTLINE
GENERAL
DEFINITION: A Career Preference Outline for an individual is a documented description
of his career interests and proposed career activities for an appropriate speci-
fied time, to which are appended the comments of his supervisor and his Career
Service.
DESCRIPTION: The proposals in an Outline may include suggested retention in present
position, reassignment, or training. Such proposals may be specific or general
in terms of time and place. Continuity of career interest and consistently sat-
isfactory performance rather than rotation from area to area or function to func-
tion are basic in career progression. Career planning does not imply that pro-
posals for reassignment or formal training are inherent or must be included in
a Career Preference Outline.
PURPOSE: The Organization, through the career planning program, maintains an inventory
of employees' preferences for use in planning utilization of manpower. Preferences
are reviewed. and evaluated by the employee's supervisor and his Career Service in
terms of his potential and. the needs of the Organization.
Individuals and supervisors must recognize that the needs of the Organization
necessarily have first Priority. After the needs of the Organization have been
met, the interests of the individual will be given full consideration.
INSTRUCTIONS FOR EMPLOYEE
IMPORTANT -- Read These Instructions Carefully and Complete Items 1 through 14.
PREPARATION: An employee is encouraged to discuss his career interests and proposals
for training with his supervisor, Career Management Officer, and/or Training
Liaison Officer. Specific instructions are listed below:
Items 1 through 4 -- Self-explanatory.
Item 5 ORGANIZATIONAL TITLE -- Indicate the title you use in signing official correspondence.
M.icate "None" it no organizational title is assigned to you.
Items 6 and? POSITION TITLE -- OCCUPATICNAL CODE_-- Indicate position title and code, e.g.,
Administrative icer GS-0301.03. Position title and code appear on the -TO" side of
SF-52-
Item 8 OFFICE OF ASSIGNMENT -- Indicate component, Division and Staff, and Branch or Section,
e.g., OF/PAD/Support Branch.
Item 9 GENERAL TYPE OF ACTIVITY -- Indicate the general area of work in which you are interested,
e.g., rocuremen and upply, Communicating, Personnel Administration, Reports analysis,
etc.
Item 10 SPECIFIC TYPE OF ACTIVITY -- Indicate the particular type of assignments which are your
an and ong-range objectives, e.g., Case Officer, Radio Operator, Placement Of-
immediate
ficer, Finance Officer, etc. (Use the Occupational Handbook of Classification Titles
and Codes, HB 20-220-2, if available.)
Item 1l _QT EXTERNAL AND CT -THE-JOB TRAINING -- Indicate what training you believe
you s o~ uld have in or er to increase your value to the organization.
For organizational training use OTR Catalog of Courses, if available.
Example: Basic Orientation B-3, Reading Improvement I=7, Operations Familiarization
0-2, Effective Writing B-2.
For external training give name of course and location.
Example: Advanced Management Program (Harvard University); Executive Developm6nt
Program (Stanford University); Chinese, Army Language School, Monterey,
California.
Item 12 ADDITIONAL c( JNQVTS -- Include any information not given elsewhere which might he useful
App ss-20OO PV5 tC1A-nRIP8O'0'T341 0to100020001-7
Items 13 and 14 -- Self-explanatory.
INsApIxrwved FsoiRlease 2000/08/15: CIA-RDP80-01341A000100020001-7
CAREER PREFERENCE OUTLINE
FORM NO. 1030
INSTRUCTIONS FOR SUPERVISORS AND CAREER SERVICE OFFICIALS
Supervisors and officials assisting in the preparation of Outlines or reviewing pro-
posals for future personnel actions should ensure that the real needs and potential
of the individual are coordinated with the present and future requirements of the
Organization. Specific proposals for reassignment and training included in Outlines
are not to be considered as commitments on the part of the individual or the Organi-
zation. The expression of the individual's career interests and proposals made in
the Outline is a guide for future major personnel and training actions affecting the
individual and must be subsequently considered by officials when approving such ac-
tions. This is not intended to restrict desirable flexibility of action but rather
to ensure that major actions which deviate from the proposals in an Outline are taken
after serious consideration of all pertinent factors. In linerwith this requirement,
Career Preference Outlines are made a part of an official record (i.e., placed in
the individual's Official Personnel Folder) so they are available to all officials
.responsible for initiating and approving subsequent actions affecting the individual.
COMMENTS BY SUPERVISOR
Items 15 and 16 - The supervisor should comment on the employee's statements of his career interests
and desired training. He will include specific recommendations, if possible, for the employee's
future utilization. The Outline should serve as a basis for a discussion with the employee of
his strengths and weaknesses. The Career preference Outline with items 15 through 20 completed
should be forwarded to the Head of the employee's Career Service promptly.
Items 17 through 20 - Self-explanatory
FOR USE OF CAREER SERVICE
Item 21 - Career Service officials will review the employee's statements of preference and the super-
visor's comments in terms of the needs of the employee and the Organization.
Items 22 through 25 - Self-explanatory
DISTRIBUTION
The original of the Career Preference Outline will be forwarded to the Director of Personnel
and filed in the employee's Official Personnel Folder. Copies of the Outline may be shown or
distributed, subject to the approval of the Head of the employee's Career Service,
in other Career Services who may be concerned with his development and utilization. to officials
Approved For- lease 2000/08/15: CIA-RDP80-01341A000100020001-7
swo, %W N.44
Approved For Re 2000/08/jh5s FAT R9P80-1000100020001-7
CAREER PREFERENCE OUTLINE
This Outline, when completed, is a documented description of the individual's career
interests and proposed career activities together with the comments of his supervisor
and his Career Service. The original will be filed in the employee's Official Person-
nel Folder and will serve as a guide for future personnel actions affecting him. Im-
plementation of career preferences must depend upon the needs of the Organization.
- CONSULT ATTACHED INSTRUCTION SHEET PRIOR TO COMPLETING THIS OUTLINE -
SECTION A. GENERAL
1. NAME OF EMPLOYEE (Last-First-Middle)
2. DATE OF BIRTH 3. SERVICE DESIGNATION
4. GRADE
5. ORGANIZATIONAL TITLE
6? POSITION TITLE
7. OCCUPATIONAL CODE
B? OFFICE OF ASSIGNMENT
SECTION B. CAREER INTERESTS
9. GENERAL TYPE OF ACTIVITY
10. SPECIFIC TYPE OF ACTIVITY (Including assignments)
A. IMMEDIATE (Within next 1 to 2 years)
B. LONG-RANGE (Within next 3 to 5 years)
SECTION C. TRAINING
11. ORGANIZATIONAL. EXTERNAL. AND ON-THE-JOB TRAINING
A. IMMEDIATE (Within next 1 to 2 years)
B. LONG-RANGE (Within next 3 to 5 years)
12. ADDITIONAL COMMENTS
I RECOGNIZE THAT THE IMPLEMENTATION OF MY
13. DATE COMPLETED
14? SIGNATURE OF EMPLOYEE
CAREER PREFERENCES MUST DEPEND UPON THE
NEEDS OF THE ORGANIZATION. 1 UNDERSTAND
THAT MY ~I
Por
2000/01
3/15: CIA-RDP80-
1341A000100020001-7
v
D T
INTERES ~'}~_ GI EN DU
FORM NO.
1 AUG 5e 1030 SECRET Career Outl ine
1 5? R E L AAPpt~oal R IA rE
Sp
COM P
B S
16. RELATIVE TO TRAINING FOR
EMPLOYEE
17. TYPED OR PRINTED NAME OF
SUPERVISOR
18. SIGNATURE
19. TITLE
20. DATE
SECTION E
.
FOR USE OF CAREER SERVICE
21? COMMENTS
22. TYPED OR PRINTED NAME
23. SIGNATURE
24. TITLE
25. DATE
LEAVE BLAN/C
sEGKET
When Filled In)
Approved For-Iease 2000/08/ivtc!iIA-RDP80-01341 A000100020001-7
i coxrmFNr
Approved For R 44e s 2000/0 / W8O-0434000100020001-7
The primary objective of personnel management in CIA is to
develop a group of permanent employees who will be effective in
carrying out the wide range of activities which are necessary to
accomplish the Agency's mission. The members of the Career
Staff are the nucleus of this group in the sense that they are the
ones on whom the Agency depends for the long-term conduct of
Agency activities.
Staff employees and staff agents are hired with the expec-
tation that they will develop into effective career members of the
Agency. After three years of experience in a variety of assign-
ments., they have opportunity to express a desire for a career in
the Agency. The Agency reviews its observations of such indi-
viduals and selects as members of the Career Staff those who have
performed effectively and have both the desire and capability for
a long-term career. This resulting agreement between the in-
dividual and the Agency forms the basis for a relationship of
mutual interest and confidence.
Since the Career Staff was established by administrative action
of the Agency., there is no distinction between the legal rights of
members of the Career Staff. and those available to other staff
employees and staff agents. Membership in the Career Staff offers
an employee the opportunity to express his desire for a career in
the Agency and the satisfaction of being recognized as a career
member of the organization. This atmosphere of mutual confidence
is necessary in a personnel program designed to develop and maintain
a group of employees who will be effective over a long period of
time.. The Agency has a special interest in the personal development
and progress of Career Staff members and must plan their training
and assignments from a long-range point of view. Thus., a member
of the Career Staff can expect the kind of consideration and
assistance which will foster his.continued interest and progress in
a career with the Agency.
Approved For Release 2000/00N
0-01341 A000100020001-7