CRITERIA FOR EVALUATING GS-8 & GS-9 CAREERISTS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01341A000200030009-7
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 4
• Document Creation Date: December 22, 2016
• Document Release Date: September 26, 2002
• Sequence Number: 9
• Content Type: REQ

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CRITERIA FOR EVALUATING GS-8 ? GS-9 CAREERISTS
Distinguishing between Professional and Technical
To distinguish between the professional and technical employee, a review
of the work being done and the individual's ability to assume a greater
variety and more complex duties must be considered.
More professional employees have identifiable characteristics when given
the opportunity to be creative, to apply analytical methods in solving
problems, to act in an advisory capacity and to properly evaluate and
report findings. The professional employee has completed the EOD
training cycle and/or on-the-job training and has usually been assigned
to a specific position and is developing his/her technical knowledge,
skills and general job competence. Generally, these employees have
completed their formal education. Work assignments should provide opportunity
for adding depth and breadth to the employee's experience in their
occupational or functional area and be progressively more responsible
in nature.
Most technicians are lacking in theoretical preparation and are only
able to perform professional duties in a limited field or narrow area.
Their training has been limited to on-the-job and the employee requires
more supervision when attempting to perform duties outside of established
procedures, rules, percepts and guidelines. In the case of the technical
employee, assignments with growth opportunities are limited. These
employees are well qualified to perform in a limited capacity although
no limitation can be determined at this stage of the career.
Skills to be considered for evaluation
General Support - Support duties (finance, personnel, security. STATINTL
logistics, ops. support) at
field installations being performed as or on
behalf of the support/admin officers. Individuals
assigned to HEADSET operations performing
general support duties or providing advice and
guidance to stations during periodic inspections
and TDY would be included.
Rating Legend on
Actual Performance
H - Actual assignment as Admin/Assistant with total
support responsibility
M HEADSET (if travelling) or Acting Chief, Support
on PCS assignment.
L - One of above with less than Strong FR rating
0 - Employee has yet to be assigned duties and no
evaluation can be made
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Budget
- Actual performance of maintaining obligations
and encumbrances, preparation of APOD's,
analysis of trend reports, assisting in
compiling estimates for budget preparation.
H - Participation in formulation of Budget estimates
M - Participation in budget preparation
L - Maintenance of obligations/encumbrances
0 - Employee has yet to be assigned duties and
no evaluation can be made
General Finance - Most duties performed in this category are basic
finance functions performed in the major divisions
of Office of Finance, and decentralized B&F offices,
excluding audit function. Performance as Payroll
Technician in Compensation Division would be included
in this category as well as the Data Base Management
Branch and Accounting Branch of Accounts Division.
Performance of NOC work is included.
Monetary
STATINTL
if - Strong FR rating in performing a variety of functions.
M - Based on proficient performance but limited functions.
L - Limited experience.
0 - Employee has yet to be assigned duties and
no evaluation can be made.
- At this grade level, evaluations should take intc~TATINTL
consideration assignments as cashiers, custodian
of funds (imprest and station), and functions which
include coordination with Monetary Division o
H - Assigned in Monetary other than disbursing; Class A
with disbursing and conversion problems and/or rate
changes
M - Disbursing at Class A, B or C station with conversion
problem; Decentralized Disbursing facility
L - Petty Cash Fund or alternate custodian
0 - Employee has yet to be assigned duties and no
evaluation can be made
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Systems
- Evaluation to be based on the employee's
actual performance in the development,
implementation or operation of a new or
on-going computer system used in financial
operations or in the use of systems in
every day operations; preparation of menus
and other documents for direct transmittal
through use of terminal for various systems.
H - Assignment in Systems Analysis Branch/P&SS
design and development of systems. Testing
and conversion teams are included.
M - Assignment to Compensation Division, Covert
SAD, Accounts Division
L - use o- system in daily work (input/output)
0 - Employee has yet to be assigned duties and no
evaluation can be made
- Auditor of variety of financial transactions and
processing of claims and vouchers in the major
divisions of the central Office of Finance
including ADL and the decentralized B&F offices.
Employee's ability to grasp the variety of audit
functions is essential in determining potential
even though actual audit of the transactions has
not occurred. Commercial audit work performed
mainly in CSAD. As a speciality, rating of skills
should be based on actual performance in CSAD with
potential determined from education and previous
assignments in commercial auditing of vouchers
including proprietary accountings.
~i - Assignment to CSAD; Supervisor in Compensation
Division-or Central Travel Branch or Certification
Branch; HEADSET officer
M - Voucher Examiner in AMCD or Auditor in Compensation
Division (non-supervisory)
L - Limited experience in audit work while performing
other duties.
0 - Employee has yet to be assigned duties and no evaluation
can be made
CHI V
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ACTUAL
H - High - Strong to Outstanding performance - look for
positive remarks in the narrative statements
regarding ability to perform at a higher grade
level with additional responsibilities.
M - Medium - Proficient to Strong performance - employee may
be recently assigned to position or just obtaining
proficiency in performance of certain duties.
L - Limited - Adequate to Proficient rating based on performance
with indication in the fitness reports of areas
for improvement. Also those employees with only
limited experience in certain duties due to
rotational assignments or performance of a
speciality in the other skills category.
0 - None - Employee has yet to be assigned duties and no
evaluation can be made.
H - High
- Completion of formal education with understanding of
additional training internally as well as externally.
Experience from previous jobs or assignments should
be considered.
- Nearing completion of formal education with indication
of strong initiative to complete. Two year degree
with work experience would be considered and may
indicate high potential when considering actual
performance evaluation.
L - Limited Employee is attending college to improve his/her
potential for development as a professional finance
officer. This rating is provided to indicate
employee's ability to perform in a proficient manner
while undertaking an additional responsibility of
self improvement.
0 - None No potential indicated to perform other than
assigned task which must be closely monitored.
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