COMPETITIVE EVALUATION GUIDE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01341A000100030003-4
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 2
• Document Creation Date: November 17, 2016
• Document Release Date: July 13, 2000
• Sequence Number: 3
• Publication Date: October 29, 1958
• Content Type: MF

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.110s-58-Z53811.--' 7 ,
proved For Release 24Y015168 ? 8 -0134.1.0400MA003-efq ( "
29 October 1958
MESe FOR:
SUBJECT CoMeetitive Evaluation Guide
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,,atesee
1. At the Thirty-eeghth Meeting of the Adeeeietration Career Board on 20
October 1958 it was deeided that a point system should be devieed for a guide
in evaluating competitively the Administrative complement for promotion. As
you recall, various point systems now being used by several of the Support Ca-
reer Services were discuseed and the Executive Secretary of the Board was re-
quested to work with of the Office of Personnel in devising a
point system to fit the requirements of the Administration Career Service.
ee Attached is a draft of a proposed point system which, it io felt, in-
cozeorates the eeaturea of various syetems most applicable in the evaluation of
Administrative efficers, The criteria outlined in , "Guide for Cam-
eatitive Evaluation Panels," have been iacluded within the four general areas
for consideration of the proposed system. The systems now being used by the
Legestics, Security, and Communications Career Boards were examined as well as
the evaluation syitem used by the Supergrade Review Board. The factors in each
of these systems wheels were most pertinent in the evaluation of Adminiatrative
Ofeicers in the grade range of GS-12 through 05-14 have been incorporated in the
eroposed system. The factors Which are evaluated on the Fitness Reports were
same examined so that the ratings ame comments could be utilized in the competi-
tive evaluation.
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3. An effort Imo made to devise as simple a system as possible which would
pr viee a framework for the analysis of known facts concerning an individual and,
at the same time, leave sufficient room for the exercising of professional judg-
meet in evaluating thosie rather intangible factors Which are necessary in a good
Adelnistrative Officer. It is realized that there are other criteria 'Which
could have been included in this proposed system and the ones listed could have
been expressed in different terms. However, unless there are some serious ?Mis-
sions which you consider are essential, it is recommended that you approve the
attached system. After an Evaluation Panel has used this system we will be in a
better position to evaluate the usefulness of the results and to revise the sys-
tee based on firsthand information.
DOC 3 REV DATE 0 By 01899 5
DRUG COMP ? DPI TYPE 1?7
DRUG CLASS C PAGES _Aka_ REV CLASS LI
JUST.201'ff. NEXT REV "tiljRar"AUTHi HR 10-2
executive Secretary
Administration Career Board
qd For Release 2000/08/15 ? CIA-RDP80-01341A000100030003-4
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'- Approved For Reltes4 2000/08/15 : CIA-7 : 0 -0134444000100030003-4
CA! II
crAkrPFinqviVE EVALUATION GUIDE
, Performance (40 points)
PI.oductivity (20 points)
Quality (20 points)
2, Personal Qualifications (20 points)
Leadership
Personality
Initiative & Originality
Liaison Ability
Self-discipline
Judgment (Ability to distinguish between
important and unimportant ac-
tivities)
Decisiveness (Willingness to make en im-
portant decision and accept
responsibiktties for results)
, 3, Potential (2.0 points)
Estimated capacities for growth and assump-
tion of greater responsibilities.
Assignability (14.)0 points)
Versatility
Adaptability
Personal Circumstances
(Willingness v. limitations
Approved For Release 2000/08/1
i41 Average Low
20
12
7
20
12
7
20
12
7
20 12 7
20 12 7
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