POSITION EVALUATION DIVISION SUMMARY OF ANNUAL REPORT (1 JULY 1954 - 30 JUNE 1955)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000100050007-3
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 29
• Document Creation Date: December 9, 2016
• Document Release Date: January 10, 2001
• Sequence Number: 7
• Content Type: REPORT

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POSITION EVALUATION DIVISI
SOO= OF
#.'
ANNUAL REPORT
(1 July 19g: . 30 June 1955)
SECTION 10 Major Accomplishments and Significant/Wmwl t ng Fiscal
Year 1955o
The purpose of the Positien Evaluation Program is to achieve and
maintain a sound occupational and salary structure for. Agency pomitions0
This program it provide for equitable CIA salary alignment with cow,
pensation levels within and outside the Federal Government and be ra.
sponsive to the unusual job characteristics and. employment situations
encountered in CIA.
Major items of wcat accomplished during the past year inolude the
preparaticn and maintename of the Agency Occupational Handbook of Pos..
ition Titles alsi Codes, which defines and codifies all types of positions
in CIA; the review ,andolassificationapproval of new and changdd Tables
or Organisation; position analysis surveys of both occupational and,organis-
ational nature; the development, coordination, and publication of CIA
Position and Qualification Standards; the processing of individual poSi',
tion and personnel actions involving desk audit and evaluation of existing
and proposed positions; the preparation of staff studies in the field of
salary and wage administrations or related thereto,
A statiatical summary of major activities is as follows:
PC8ITICO ANALYSIS SURVEYS 3.8% Workload
COMETED
Organisation
Audit Staff
Office of Sonvitir - Field
Office of the Comptroller,Fiscal Division
Office of Personnel ---
PAS
CIA Credit Union
Office of logistics - Field
Management Staff ..
Records Manages:ant Division
Regulations Control Staff
Office at Communications - Headquarters
- Fie
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No0 Positions Cormesi
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000 UV .001E
0 I c)1416?
ijurr 4g:2- NEXT BEV 14VA "I
PE
.0/
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Office of Research and Reports
CoordirattAxo Area
Basin intelligence Edmiston
Office of Current Intelltgenms
Caine of Collectionand Dissemination
SRD Barton Branch
OffUme of Cporations
Contact Division . Index Branch
? FDD Scientific and Technical Branch
Reports Branch, P te, S Sectlon
DD/P Area
WE Division - Field
Eli Division . Field
No, Positions Covered
TOTAL
POSITION AND QUALIFICATION
STANDARDS COMPLETED
AND/OR PUB:LIMED
Standards
Position Standards Published
Position Standards Completed, Coordinatedl
and Pending Publication
Position. Standards Completed and Being
Coordinated
Standard Job Descriptions Completed and
Being Coordinated
Interim Qualification Standards
Being Coordinated
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V% Workload
Number
6
14
10
11
TOTAL
INDIVIDUAL POSITION AND PERSONNEL
ACTIONS 22% Workload
Review of selected individual personnel
actions affecting assignment, reassign.
ment, promotion, or ether action,
Total Ihusber for Period
00
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O a_ne_e__nizetice
DO Area
DWI Area
DD/P Area
MAJOR
TAME OF ORGANIZATION REVIEW
AND DISTRIBUTI
No. of Position;?
SPECIAL STUDIES AND ST
SERVICES
4e,
15% Workload
Primarily reorganie cno
Roargard.zation.
PrimarUee Reorresnization,
21% Workload
Preparation and coordination of regulations, handbooks,
and other guides. Preparation or analytical studies on
current probl having classification implications, in.
oluding CIA Supergrade structure, promotion -panda, ,
ezeoutive developmentnpersoeal grade plan, etc.
Total Major Studies During the Period
SECTION 2. Objectives for Current Year and Status of Current Progrne
(1 July 1955 - 30 June 1956)
Our existing compeneation and Position Evaluation System met be
revised to increase its flexibility to meet agency staffing requirements
and to conform to the concepts of the Career Service Program. Otte objec-
tive therefore, is to make modifications in order to meet these specific
requirements'
a. Provide coveemation sufficient to attract and retain indivi-
duals of the type and occupation required?
b. Assure equity in compensation among Agency personnel?.
O. Provide flexibility sufficient to recognize the non-atandard
requirements imposed upon certain Agency personnel . the Career Service
concept of serving whores, when, and in the capacity in which neede&
de able to withstand scrutiny by Agency officials as well as
outsidene,uthorized officials from the standpoint of proper expenditure
of pommel vendee funds.
e, Provide a salary control =eboniet as desired by the p/S.
fn Include occupational analysis of agency positions in order
that logical progressions can be determined and that experience in the
Agency can be properly codified to be available for filling emergeney
requirements as well as providing a basis for efficient utilization of
personnel resources?
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go Be easily understood and of practical use to the operating
official in enabling him to succeed in his role as a personnel manager,
A statistical summary of current status and program plans for the
period 1 July 1.955 - 30 June 1956 is as follows:
POSIT CON ANALYSIS SURVEYS
IR-PROCESS AND PROPOSED
Organisation
Office of Security
Office of Training
Office of the Comptroller
Finance Division?
DD// Area
Office of Research and Reports
Economic Research Area
Office of Collection and Dissemination
Library Division
Industrial Register
Biographic Register
Office of Scientific Intelligence
DD/P Area
SR Division
FE Division
CI Staff
No, Positions
POSITION STANDARDS
/N.PRCCESS AND PROPOSED
Position Standards In Process
Standard Job Descriptions in Process
Proposed Publication of Standards
Proposed Publication of Standard Job
Descriptiaas
Proposed Pnblication of Interior
fication Standards
Proposed Initiation of Standards
Proposed Initiation of Standard Job
Desoriptions
Number
II
2,14
41
10
20
18% Current
Workload
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gp 7% Current
Workload
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INDIVIDUAL POSITION AND PERSONNEL ACTICKS . 22% Current
Workload
There is no current backlog of position and personnel
actions, Daer-to-day flow of individual actions viii
be given prompt attention as required, Extension of
the survey program will be aimed at keeping individual
action? and problems at a minimum*
TABLE or CaGANIZATION REVIEW AND DISTRIBUTICH - 15% Current
Workload
Approximately 50 T/0 requests are in process of review and
approval. Assuming continuance of current rate of requests
this category will continue to occupy substantial portion of
staff time,
SPECIAL STUDIES AND STAFF SERVICES - 21% Current
Workload
Eleven najor studies are in various stages of completion.
It is anticipated that suCh studies will continue to occopy
a major portion of staff time,
SECTI(ff 3. Program Outlook for Budget Year
(1 Jay 1956 - 30 June 1957)
A, Compensation and Position Evaluation System:
If anticipated changea in the present conpensation and pwition
evaluation system are made during the current year our major goal
will be to convert to the new compensation and position ewe leation
system, Changes involved will be concealed with procedural details
and technical changes required to insure greater equity and neximp
bility, We do not anticipate that they vill change the substantive
nature of our work.
B, Position Analysis Surrey Objectives:
Swims during the budget year win be aimed at increasing coverage
of positions with position descriptions, towards the ultimate goal
of securing complete coverage, At such time as this goal is reachedl
our plan is to establish a periodic review, prebably am mammal
basis, *fall positions in the Agency, to insure currency of all
descriptions, In achieving this goal, we propose to utilize all short
cuts and simplified methods possible, including the moiteimation of
existing descriptions to indicate changes, the voo of standard posi-
tion descriptions where applicable, the use of the identical additional
technique, the transfer of existing positioa descriptions when that
is possible, oto.
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Position Standards Objectives
The objective of the position standards proves:win be to inorease
the coverage of position standards, with the ultimate objective of
securing relatively coeplete coverage of all Agency positions with
standards. Such standards will be as concise, flexihle and compre.
hensive as possible, in order to provide the highest degree of equity
consietent with the nature of Agency operations, All practicable
standards development techniques will be utilized, including charts,
point rating, factor evaluation and comparison:method:p
Do Individual Position and Personnel Actions:
During the budget year individual position and personnel actions will
he processed as required in as prompt a merrier as possible, The in.
creasing coverage of positions by surveys will presumably, however,
reduce the volume of such actions.
Table of Organization Review and Distributions
Under any' proposed changes in the present personnel system, this
major category of work will continue to require attentive of the
Divisions) though possibly an a mor, limited basis, Complete cover..
age of Agency positions with position descriptions should simplitY
the processing of Tb O changes, since relationships to previous
organizations would be somewhat clearer.
Special Studies and Staff Services:
Special Studies will undoubtedly be required to refine the Agency
Position Evaluation and Compensation Program in keeping pace with
latest developments of the Career Service Program. Additional
compensation benefits for unusually undesirable assignments or
those involving severe physical hazards, etc. will eontinue to be
explored to achieve the goal of equitable pay for *conditions of work
performance. Further studies will be directed towards determiniag
appropriate compensation for uhards!to.filln positions such as those
in specialized scientific fields or requiring unique operational
experiences. Also it Is anticipated that special Executive Pay
Plans maybe deleloped in recognition of the necessity for realistic
conpeamatioa d hayAgeneypersonnel.
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Posterns EVALUATION DIVISION
ANNUAL REPORT
(1 JULY 1954 ? 30 JUNE 1955)
PAGE
.......
Chart of Organization and Functions i
SECTION 10 MAJOR ACCOMPLISHMENTS 1
A, Introduction 1
Bo Percentage of Time Distribution 1
Co Position Analysis Surveys 3
D, Position Standards 4
Bo Individual Actions it.
Fo Table of Organization Review 5
0. Special Studies & Staff Services 6
SECTICS 2.
OBJECTIVES FOR CURRENT !EAR AND STATUS
7
A.
Compensation and. Evaluation System
7
130
Stamny Objectives
8
Co
Standards Objectives
8
Do
Individual Actions
8
E.
Table of Organization Review
8
F.
Special Studies de Staff Services
9
Go
General Objectives
10
SECTION 3.
PROGRAM anwas Fat BUDGET *YEAR
10
Ao
Comensation and Evaluation System
3.0
B.
Survey Cbjectives
10
Co
Standards Objectives
10
D.
Individual ACti03213
4
Table of Organisation Review
E.
11
F.
Special Studies& Staff services
41
ANNEX 1, POSITION ANALYSES SCRUM IN PROCESS AND COMPLETED
ANNEX 20 STATUS CV Pourrou STANDARDS
ANNEX 3, MAJOR TAPS PROCESSED DURING ME num
Ann It.. REPRESENTATIVE STAFF STUDIES AND REPORTS
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Organization and Functions
Office??of the Ctef
Responsible for following activities
Provision of Agencywide po'aition
&tic= and Wage ndrriantration? includp
tug service to NBC, Maintenance of
approved TAD 's for the Agency, De- ?
velopment of position standards.and ?
esolification requirements, Provision
of guidance and assistance to other
; elements and Agency cotponents on enp
ploymSnt of consultant, associate and
contrast personnel, indigenous labor
and foreign nationals,
.44.04.121194...1101,21Z
OvortEvaluation Brandh
-::'0VidEt position evaluation and wage
Wid.nistratiolito overt Agency come
Maintains records of appro
kA VO's far such Agenoy components,
rFrnivhos guidance and assistance to
i6,11elz Agency components on position
al ion salary and wage schedules
luding pay scales for consultant,
,soaiate and contract personnapindi
;now labor and foreign nationAls,
1
Cover
luation
ProLs position evaluation and vage i
administration to covert Agency oompon. 1
ente,? Maintains records of approved 1
T/Ove for suda A ?ney components,:rur-
nishes guidance and assistance to otter'
I
Agency components on position waltz-
ation,p salary and wage schedules, in- 4
eluding pay scales for consultants,
associate and contract personnel indi-
genous labor and foreign nationals,
iMMOMICI....11??????????????=ese....n.w.r.r.mmoacmanswes.......rc?wymm.=...marramosemdmals
Saaa
standards Branch
dirios the Agency occuptional
structmro into categories and
lgrcups of positions having si7' a
characteristics, with appropxtbs
istandard titles and codes, dew*/
!position standards and qualifi-
!cations requirements, Prepares
jappropriate Agency publications
1 concerning position titles and
icodes etc, Condlgts occupational
1 .9
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POSITION EVALUATION DIVISION
ANNUAL REPCIIT
(1 July 1954 30 Awe 1955)
SECTION 1. Major Accesplishararte and Significant Development During
Fiscal Year 19550
Introduction:
The purpose of the Position Evaluation Program is to achieve and
maintain a sound occupational and salary structure for Agency
positioms0 This program must provide for equitable, CIA salary
alignment with compensation levels withta and outside the Federal
Government and be responsive to the unusual job characteristics
and employment situations encountered in CIA.
Major items of work accomplished during the past year include the
preparation and maintenance of the Agency Occypational Handbook
of Position Titlee and Codes, which defines and codifies all types
of positions in CIA; the review and classifidation approval of now
and changed Tables of Organization; position analysis surveys of
both occupational and organizational nature; the developneut,
coordination and publication of CIA Position and Qualification
Standards; the procesaing of individual position and personnel
actions involving desk audit and evaluation of existing and pro-.
posed positions; the preparation of staff studies in the field
of salary and wage administration or related theretoo such as
studies of the Agency T/0 system and the promotion program?
H, Following is a distribution of the percentage of total staff time
spent on the various activities during the reporting period:
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pategaT Charecteriaties 2.712L_AmPercen
10 Position Analysis Collection, recording, and analysis 18%
Surveys of duties and qtalification requireo
smuts for all positions in particular
organisational components or occupa.
tional categorims.- Presentation of
classifications determined upcn. and
coordination of results with Office
cosseerned? Preparation a storey
roports?
20 Position Intensive analysis or positions in
Stardards particular occupational categories?
Preparation ver stusearer statements of
the essential chareeeteristics of the
levels of week) qualifications re-
quired, and the linen of progression?
Coordination of these products?
3o Thdividual Poet. Review of selented individua1 pommel
tie* and Per actions in tem of equity and prop1Tist70
smut Antions Such actions are those in 'which the are
unresolved classifieation questions re-
quiring desk audits ant preparation of
descriptions?
It? Table of Organ- Position analyisis review of TiO proposals
teatime Review and preparation of GP recommendations to
and Distribution DD/S. Dietributien of approved Titts and
ocarbrol Tio zweards.
5. Special Studien, Preparation and coordiamtion of regulationa
and Staff 5OrtiC0111 handbooks, and grddos On wage adadnistratat
xrattarso Staff support to DieP on the CIL
&Torpedo Structure. , Coinento ma appli-
cability to PED Program of logieriative and
other proposals? Analytical studies ma our.
rent problems of corns= to FED, such as pro-
motion policies, the easecutive devolopment.
persona grade plan, pay incentives grade
progroesion. Extension cd* enchine t:bulation
methods in the presentation of information
about occupational structure? of Agency Cone
ponents? Staff assistance to operating offi-
cos on position problems?
(Tbe remaining staff tism was divided between formal tra3xdng wittdn the
Agency, leave, and details to other OP Revisionso)
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Position Analysis Surveys - 18% Workload Factor
Surveys conducted during the period; aa listed in detail in
Annex 1, covered a wide variety of agency activities. Surveys
for the most part were based on specific requests from oper-
ating anew and the need to provide adequate material for
position standards.
The survey of OTR, positions, which is nearly
completed, has revealed an area of difficulty which has not yet
been completely solved. Particularly controversial and of
concern to Office of Training, is the method of determining
grade level for instructor positions. Since the objective is
? to attract instructors possessing operational experience and
depth, (usually of the Deputy Station Chief level) to conduct
adequate training in intelligence operations, the traditional
method of determining grade on the basis of difficulty of
? teaching work is not fully satisfactory,' Therefore, a liberal
? approach in grade authorizations has been taken to provide
? compensation adequate for experienced personnel for key oper-
ational courses. However, a formal and systematic classifi-
cation method for this purpose remains to be developed and put
into wee
25X9A2
Field surveys were made of field stations in the WE, RE, and SE
Divisions and Office of Communications are during the r porte
ing period. At the request of the Director of Communications, a
representative of the Division accompanied representatives of the
Office of Communications during the dates January 2 to March 2,
and conducted partial poit1on evivation urvers at four communi- 25X1A6a
cations are of Europe:. a During
June 155, at the request of the Mission and the BE Division,
a joint -Position Evaluation and Nnaganent Team visited the
Mission area to give technical assistance in the preparation of a
T/O which would enable the Station to decentralize, regroup
functions and conduct an orderly reduction in size. In view of the
limited time available, efforts were devoted primarily to reviewing
overall functions, key positions, and unresolved grade case
Claesification problems developed in the decentralization of adminis-
trative responsibilities to the major baaese and in the grades of
branch chiefs, and individual case officers or agent handlers.
These problems were substantially solved, although further study
Le_ necessary an the case officer problem. A problem still remains
In the clerical field since gradee Zr the an basic work are
somewhat higher in the field than at headquarters. In 1522 08-5
was established as the base grade for overseas clerical positions
to erovide "incentive" for overseas, service.
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With numerous promotions there has been a substantial increase of over-
seas clericals, G3..6?and pressure for many mare G84 positiamso The
reassignment of the high graded clericals upon return to Headquarters
has not been easy and will increase in difficulty in the future The
classificatien inplications of this problem will require consideratien?
Major surveys in the DWI area include the Economic research Area, ORR,
the Office of Collection and Dissemination and the Office of Current
Intelligenee, These DDI surveys provide adequate coverage of acne 600
politicos?
Do Position Standards - 7% Workload Factor
Standards completed during the period or nearing completion (Annex 2),
will provide a reactical basis for making classification and qualifieaa.
tic= deterigilations for a inthatantial parties of the Agencr apositions
in a contimmany increasing number of occupations, Standards now apply
to all major components? In the DD/P area, standards for Document
AnAystes Beiget Officer Finance Officer, and Intelligence Analyst pro-
vide coverage of fairly Officer,
areas? Standard, Position Descriptions
for Repasts Officers, which have received preliminary approval by FI
Requirements stet, will provide our first coverage of major operational
positions Standard Position Descriptions for Area Operations Officers,
nearinenompletion, will provide additional operational coverage
To provide a satisfactory basis for qualifications review of personnel
actions by Personnel Assignment Division, this Division continued the
program of developing "Interim Qualification Standardeno To the extent
practicable theme standards will be intsequently replaced by complete
Position Standards which are more adequate for qualifications as well
as classification deterndnations? Due to survey commitments, the pressers
for Tb 0 processing, and the conduct of epecial staff studies, a miler
percentage of staff effort was devoted to the standards program than is
considered desirable The simplification and condensation of standards
and development of standards cowering a large number of occupational
catesories (such as the Clerical Evaluation System which will cover snap
erical positions) has counteracted to acme extent the limited
man.hours available? The assignment of additional professional ani
clerical personnel to the Standards Branch will, enable this Program to
be more productive and should increase the overall effectiveness of the
position evaluation program.
Individual Position and Personnel Actions 22% Workload Factor
The percentage of time devoted to this category is signi4cantly smaller
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tben for previous years when it represented approximately 50% of
total activity., The Division continued to examine personnel actions
affecting positions "nagged* dee to problea concerning their clewed..
fication, In addition, it examined other positione upon specific re-
quest from operating offices - e,g0 career service and promotion actions?
25X9A2 During the period individual personnel actions were processed, a
substantial portion of which involved individual desk audits and the
preparation, and allocation of position desortptions, Statistics indi-
cate that a significant proportion of the total number of position desa
criptions produced result Irma this categiry of activity, Consequently,
despite the emphasis upon surveyg4_it_continued to be a fruitful mans
of docume tang Agency positions,111111deecriptions being produced in 25X9
this manner? Although not a direct classification responeibility, the
service designation determination for positions, particularly in the
DD/P area, became a tter for our attention in connection with India1
video', personnel actions, ineuumbeh as deterwination of the occupational
Characteristics of each position is significant in establishing its
service deed time
2S06A2
Table of Organisation Review and Distribution- 15% Workloed Factor:
Wehereto reveals that najor T/0 revisions incleding more than
positions were processed, A total of appromisato3y1100 re/-
quests involving from one to fifteen positions each were reviewed,
processed, and disseminated, A number of organisations proposed new
Tables of Organisation, to reduce authorized positions to that ceiling
figure, This type of activity has required careful classification ree
Vial to maintain classification integrity of the revised Table of Organiz-
ationa The problem is highlighted by proposed downward revision, of
a three hunirad position Table of Organization in which the operating
office requested that sixty-nine low grade positions be abolished end
that ten percent of the remaining positional* changed to higher gradeeo
To facilitate the processing of this type of request, published Agency
position standards have been helpful in providing a matually acceptable
basis for resolving differences,
Some assistance has been provided torthe pmblication of Agency 1egula-
25X1A tion Tables of Urgenizatioa which specifies that job information
will accompamy requests for T/0 changes, However, numerous asjor organie-
aticael changes are of such stated priority and illmadisem that they must
be approved subject to receipt of job inforeatica at a 'atm, date, This
operating procedure, of merest, requires considersblefollowap on the
part of the Division and dictates the character of a substantial portion
of our future workload?
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During the period the trend of the average grade of each comonentos
Table of Organisation was closely' observed and compariscos made C.
a five.year period? The ever.increasing grade level and its budgetarA
significance sere pointed cut to operating offices in connectim with
Table of Organisatice change Within the DWI Area, operating offices
adopted the approach of leintairdng existing average grades to the
greatest extant posable during the development of new TiO?so
The wall-tisted folloomp of approved TA) pwporels through the conduct
of position analysis surveyn Or the evaluation of position descriptions
prepared by the Compcvant concerned is becoming increasingly isportento
Currently, approximately SOO descriptions are in process of preparation
by operating comments as an aftermath to tentative
cemplete survey of the Office of Traning, inoluding
positions, which is nor srubstantially completed, was
to tentative TA) approve/0
Staff members are now participating to a substantial devree in the initial
planning of Tb 0 revisions through the rendering of classification advice
to operating officials* In two cases, Foreign Documauts DiviLou CO, and
OCI,claseification serveys were ccopleted prollanary to formal submission
of the T/0 revision proposal*
Review ar Project Tables of Organisation continent anol,efforte to obi
tam n better dosumentation, though frequently verbal? are quite fratfulo
Spada Studies, and Staff Service e'. 2.0 Workload Antal
Representative stones accompli' &ad by the Divisian are lilted in Annex
is* As wifl be noted therein, the Division bas been cened mon to re.
solve certain problems in the fie.ld of Personal Ranagesent that are
much broader than the normal position ealuation function*
A vide varier of staff services were provided to operating components
of the Agency, to Career Service Boards, and to other components of the
Office of Persennele Continuing camultations were held with reprs.
sentatime oi" offices serviced to answer questions and lave infornatien
concentim the poeitdean evaluation precool and to resolve individual
position probbasou Job information and reconeendatiom based on desk
audits were prodded various Career Service Boards upon their request.
Recommendations were given to Personnel Asavament Divi cion cam
items etch as proper saw and wage rates applicable t perioanel
actions normal promotion progression for various tfpee of positions*
and ineoreal qualificatient reentirenents for ?Militias not yet" covered
by official iseaanceso During the perioi a large mued)er of personnel
free outside the Division were given orientation and briefing with re.
meet to our pregrano
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These staff services occupied significant anmunts of staff time
and mast be considered an integral part of our program if we are
to provide adequate service in position evaluation activities?
MR 2, Objectives for Current Year and Status of Current Program
(1 July-1955 . 30 June 1956)
A, Compensation and Position, Evaluation System:
On the basis of ourpast experiences consultations with responsible
Agency Officials and reports of studies of Agency Salary and Wage
Administration, &definite conclusions can be dram Our existing
compensation and Position Evaluation System mast be revised to in-
crease its flexibility to meet Agency staffing requirements and to
conform to the concepts of the Career Service Program, Our objective,
therefore is to mks modifications in order to meet these specific
requireme;ts:
10 Provide compensation sufficient to attract and retain indi-
viduals of the type and occupation reqpired0
2. Assure equity in compensation among Agency personnel?
30 Provide flexibility sufficient to recognize the non-standard
requirements imposed upon certain Agency personnel -- the
Career Service concept of serving where, when, and in the cepa
-
city in which one is needed?
40 Be able to withstand scratbeebyAgennyofficials as well
as outside Authorized officials from the standpoint of proper
expenditure of personnel service funds!
5, Provide a salary control mechanism as desired by the DD/S0
6, Include occupational analysis of agency positions in order
that logical progressions can be determined and that experience
in the Agency can be properly codified to be available for
filling emergency requirements as well as providing a basis fOr
efficient utilization of personal resources,
70 Be easileremderstood and of practical use to the operating
official in enabling him to succeed in his role as a personnel
manager?
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Bo Position. Analysis Survey Objectives:
Current status is indicated in Annex 10 During the current year
the principal survey objectives include:
DD/1 Area
Economic Research Area of ORR
Library Division of OCD
Industrial Register of OCD
Office of Scientific Intelligence
DD/S Area
Office of Training
Office of Security
Finance Division, Office of the Comptroller
DD/P Area
Soviet Russia Division Headquarters
Far East Division Headquarters
CI Staff
25X9A2
Other surveys, indlwling other major offices and divisions will
be initiated during the year as the workload and progress on these
surveys permits* It is expected that annotations to existing
descriptions and the development of standard position descriptions
for Reports Officer, Area Operations Officer, Paramilitary Officer,
Operations Officer, PP, Intelligence Officer, FI, Operations Officer,
CE? and clerical positions will facilitate more comprehensive surp
veying of the DD/P Areao
Position Standards Objectives:
? Current status is indicated in Annex 20. During the current year
standards objectives include the publication of all completed
standards and the publication of all standard position description*
completed or in process (Annex 2)0 In addition, it is anticipated
that 10 or more standards grojects will be initiated, including
standards for covert area positions, depending on the availability
of additional professional personnel for the Standards Brancho
IndividUal Poi:Mon and Personnel Actions:
There is no currentbaoklog.of Position and personnel actions6
However, staff meMbirs Will be made Available to handle the day-to-
day flow of individual actions and individual problems' which require
prompt action* Extension of the survey program will be aimed at keep-
ing both individual actions and individual problems to a minimum*
Ed- Table of Organization Review and Distribution:
This major work category will continue to occupy a high priority and
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25X1A
jor Ta/0 revialens in mrsereas areas Tinder the relatively un-
restricted linitatioas on requests by operating component** for
T/0 changes, the Division general1y has from SO to 60 TA re.
quests in the process 41t.t, ow and approval at any one timed
Although progress has been made in adjusting office Thes so that
the ceiling and number of positions coincide, a recent trend within
the DD/P and DD/S Areas of requests for increases in Tb' a without
concomitant increases in ceiling baa been noted.. If this practice
continues classification difficulties will recur inasmuch as it
is generailynot possible to determine which Th posit4nes are to
be filled and which positions will remain vacant due to ceiling
requirements, thus resulting in an artificial shit:Meg of duties
of the vacant positions among the filled positions.
Special Studios and Staff Serricess
Special Studies relating to the proposed Waage system, the Rescue
time Development and Persethal.Grade Plan, the Double Step Increase
Pay Incentive, and Grade Progression are cumently being refined
andrevised and the Division is collaborating withthe Management
Staff lama other coneements of the Office of Personnel in the develop.
sant of a revised manpower control system.
In the current year it can be evected that studies and recommend.
ations on the CIA. Supergrade Structure will be requested of the
Division. In addition, Greeting supergrade allentiens which have
been in effect for varying lengths of time will be reviewed and
documentation for each position prepared?
Existing machine records reports concerning Component grade distrie
battens, average Office grades, and our analysis concerning the
significance of trends noted in the reports will be provided to
Agency Officials, Studies with respect to extending the Service
Designation to become an integral part of position titles areanti.
cipated,
In the field of regulatoz7 issuanc_ies active participation in the
development and coordination of MEMII Positioo. Evalantion Pro.
grans MEM, Pay Detervdemticas and other Personnel Regulations
is coateeplatede
Some prowess@ has been made in identifying militant positions on
Tables ar Organization, but considerable more policy and procedural
work remains before this item is fully clarified and Tikes are mere
definitive as to type of position*
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Go General Objectives:
Identification of Area and Language skills for positions analyzed
either by TA review or during position analysis surveys
Continuance of overseas field trips to conduct surveys or to render
staff assistance on classification matters,
Complete the I:tearing of the Division with professional personnel
experienced in Salary and wage adednistraticn, and knowledgeable of
Agency operations- and job characteristics, who will provide objective
position evaluation services to operating offices and Career Boards?
SECTION 3, Program Outlook for Budget Year
(1 July 1956 e 30 June 1957)
Ccepensation and Position Evaluation System:
If anticipated changes in the present compensation and position
evaluation system are made during the current year our major goal
will be to convert to the new compensation and position evaluation
system*. Changes involved will be concerned with procedural details
and technical changes required to insure greater equity end flexie
bilitee We do not anticipate that they will change the svbstantieei,
nature of our wcrk,
Position Analysis Survey Objectives:
Servitors daring the 'budget year will be aimed at increasing *Overage
Orpoeitteen .with position descriptions, towards the ultimate goal
of securing conplete coverage., At Such time as this goal is reached,
our plan is to establish a periodic review probably on an annual
basis,* of all positions in the Agency, to insure currency of all dese
cripticnso In achieving this goal, we propose to utilize all short
cuts ani simplified methods possible including the modification of
existing descriptions to indicate changes, the use of standard posie
tion descriptions where applicable the use of the identical addie
tionsl technique, the transfer of existing position descriptions
when that is possible, etc?,
Position Standards Objectives:
The objective of the position standards program will be to increase
the coverage of position standards, with the ultimate objective of
securing relatively conplete coverage of all Agency positions with
standards. Such standards All be as ccaoise, flexible and costmee
hensive as possible, in order to provide the highest degree of
equity consistent with the nature of Agency operations* All practie
cable standards development techniques will be utilized, including
charts, point rating, factor evaluation, and compariscaz methods.
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Do individua3. Position and Personnel ×
During the budget year individual position and personnel actions
will be processed as required in as prompt a manner as possible,
The increasing coverage of position, by BUrVerawifl Preergiab1y92
- however, zeduce the volume of such actions,'
Table of Organisation Review and Distribution:
Ihrder ow proposed changes in the present personnel system, this
najor category of work will continue to require attention of the
Division then& possib1y on a more limited basis, Clete cover.
age of Agency positions with polite= descriptions should simplify
the proceasing of T/0 charges, since relationships to previous
?organizations would be somewhat clearer*
,
Special Studies and Staff Services:
Special Studies will 'undoubtedly be required to refine the Agency
Politica Evaluation and Cementation Program in keeping pace with
latest develcpments of the Career Service Program?, Addition1 come
pensation benefits far unusually undeeirable assignments or those
involving severe physical bastards, etc, will continue to be explored
to achieve the goal of equitable par for conditions of work per-
femme. Further studies will be directed towards determini.ng appro
priate compensation for uhardetoefin." positions such as those in
speolalised scientific fields or requiring unique cperaticnal *were, .
lances. Also it is anticipated that special. Executive Pay Plans mar
be developed in recognition of the necessity for realistic coven.
elation of key Agency personnel,
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ANNEX 1
Oetio?
ga.022kia Number of Positions Cgvered
DD/S Area
Audit Stiff
Office of Security
Field Positions
Office of the Comptroller
Fiscal Division
Office of Personnel
PAS
CIA4reditilblion
OffiatifLotitiotamimmmmm
25X1A
25X1A
Management Staff
Records Manage/gent Division
Regulations Control Staff
Office of Training Reorganisation
4 Staffs
Office of CoMmunications
Headquarters
Field
DD/I Area
Office of Researeh and Reports
Coordination Area
Basic Intelligence Division
Economic' Research Area
Materials Division
Office of Current Intelligence
Office of Collection and Dissemination
SRI) ? Barton Branch
Biographic Register
Office of Operations
Contact Divieion Index Branch
FDD ? Scientific and Technical Branch
Reports Branch, MS Section
121214i
E vision . Field
BE Division ? Field
25X1A6a
* In process nearing completion*
? ? ? to the above, 408 positions were discussed with
Headquarters and
Position lava= on survey trip to give teohni?
Butane? in the preparation of a T/O which would volablO the
Otergteitigg ; el 01941054761eR0 'Miff% 0 0 0 7 -3
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Total'
25X9A2
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ANNFIC 2
Status of Position Standards
I? Standards Published During the
StRIRAWIRia.C---.A1
GS,00300.03
GS-0388.03
GS-6136,62
GS-4315041
GS-0150.02
GS-0816,01
II. Standards Completed During the
Pending Publications
2222Egkee14212
as-0132.35
GS-0221.00
os-oso,po
Gs-0151044
177,, Standards Completed During the
22.suyationa1- Code
GS-01 2. 8
2131.00
os-n2Ltoo
GS-0132.31
GS-0132.32
GS-0132.23
GS-1410,00
GS-2030.00
(35 C)erical Series)
Period:
Petitions Covered
Comminications Technician
(Cryptography)
Communications Technician (Radio)
Documentation Officer and Analyst
Geographer
Geographer (Cartography)
Cartographic Draftsman
Periods, Coordinated and Currently
Positions Covered
Intelligence Analyst Series
Poe, Class. & Wage Series
Budget Administration Series
'Finance Officer Series
Period and Curraitly being Coordinated:
Positions Covered
Officer
Freight Traffic Series
Camnunicatione Series
Biographic Analyst/Officer
Industrial Analyst/Officer
Dissemination Officer/Asst.
Librarian
Storage Series
CIDrical Evaluation Pattern
STATSPEC
rv. Standard Job Descriptions Completed During the Period and Currently
Being Coordinateds
22922.012naliatta
GS-0132,44
GS-0136.01
GS-0318,01
GS-0318,02
Positions Covered
Reports Officer
Area Operationt Officer
Secretary (Stento)'
Secretary (Tip) ,
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IV. CONTINUED
GS-0318.03
OS-0301.26
GS-0312.01
0S-0322.01.
G&0301027
GS-0301.28
GS-0301029
Vo Standards in Process of Preparation:
2291:20i0n1l Code
Gs-0211403
Gs-0132444
as-0544,00
os-0132.43
Gs-0306400
GS-0132:46
GS-0100.00
GS-0301.28
GS-0322.00
GS-0305.00
14100
03-0318.00
0S-0312.00
GS-0132.33
GS-0132:34
GS-0201.01
0S-0113.02
GS-0136.01
Gs-0305.13
VI: Standard Job ...Descriptions
GS0136.11
05-0136.31
GS-0136:51
GS-0136.52
Secretary
Clark
Clerk Stenographer
Clerk Typist
Intelligence Clerk
Intelligence Assiatant
Intelligence Clerk (Steno)
Positions Comma
Position Inventory Clerk
Reports Officer
Times Leave and Pay-Roll Seriea
Current Affaira Officer
Records Management Series
Requirements Officer
Intell. & Social Science Group
Intelligence Assistant
Clerk-Typist Series
Mil and File Series
Secretary Series
Clerk-Stenographer Series
Graphics Analyet/Officer
DOeument Analyst/Officer
Per000P01 Officer
Fin*Coial Economist
Area: Perations Officer
InfOrMation Control Clark& Aast.
% CqRaleted
90%
95%
90%
85%
75%
75%
85%
50%
95%
50%
25%
25%
50%
10%
15%
20
5%
in Process of Preparation:
Positions Covered
Paramilitary Officer
Operations Off, PP
IO-FI
Operations Off. CE
.ZLCml.!_rted
10%
10%
10%
10%
VII: Interim clualification Standards Developed and Currently:Being Coordinatit
Occupational Code.
GS.,0010.01
GS-0132.00
0S0180.01
GS-0180.02
Title
e???=1
Editorial Clark
Intelligence Production Series
Psychologist (Clinical)
Psychologist (Agent Assessment)
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lilw
VII, CONTINUED
05.0180.0 Psychologist (Personnel Selection &
Evaluation)
GS4)180.0 Psychometrist
04-0201.01 Personnel Officer and Assistant.
06.0202001 Personnel Research Officer and Analyst
GS4203.00 Personnel Clerical Series
GS,0211004 Appointment Clerk
GS-021145 Appointment Clerk (Typing)
GS-0318RO1 Secretary (Stenography)
DE..0$1842 Secretary (Typing)
0S-03111,.003 Secretary
O5-0322.01 Clerk-Typist
GS-0500AC Accountings Fiscal & Budget Clerical
Positions
GS-0510.00 Accountings Series
os-o8Z014 Faectronic Engr (Radio)
Gs-085546 Electronic Engr.(Wire Communications)
GS-021106 Personnel Transactions Clerk
GS-0211.07 Personnel Transactions Clerk (Typing)
08-0301.03 Administrative Officer
GS-0301000 Administrative Services Officer
GS-0301.26 Clerk
*mil GS.030im28 Intelligence Asaistant
OS-0303.00 Organisation& Methods Examining Series
08-031241 Clerk-Stenographer
G8-0212.00 Placement Series
os.430loce Administrattve Assistant
GS4001.01 Supply Officer and Assistant
GS-2001002 Supply Clerk
03-2010.01 Logiatics Officer and Assietant
05-2020.01 Procurement Officer and Astistant
GS-2020.02 Purchasing Agent
GS-2020.03 Frocureaent Clark
GS-20140.01 Property and Supply Officer and Assistant
GS-20140.02 Property and Supply Clerk
os.o645;oo Medical Technician
08!.0136.01 Area Operations Officer
GS-0132044 Reports Officer
? GS-013641 Paramilitary Officer
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ANNIIC 3
MAJOR T/Oos PROCESSED DURIM THE PERIOD
Organization
VS Area
Office of Logistics
Management Staff
Audit Staff.
Office of Training
25X1A
Number of Positions
Office of SiouritY
Office of the Comptroller
?fade of Pereennel
Office of COMMunitatione
ET/446111
STATSP EC ? FDD
To implement results of
Position Analysis Survey
Reorganization
Reorganization
Reorganization
Reorganization
Reorganization
Reorganization
Reorganization
Reorgaditation
Reorganization
Reorganization
OCD Reorganization
ORR New Organization
OCI Graphics Branch .Reorganization
OSI Physies and Electronic Reorganisation
222Anta
, Division
Field
FE Division
Field
EEDiviaion
Field
SE Division
CI Staff
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Reorganization
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Reorgarlization
Reorganization
Reorgalization
Reorganization
Transfer and reorgani-
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FI Staff
RI Divi on
PPOS
TSB
IO Division
PPC
TOTAL
NOM Total Tb 0 revisi ine1zod approxinately 11
requests involving over poaitiomo
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Reorganisation
Reorganisation
25X9A2
Reorgamisatien
New TiO . Reorganisation
Reorganisation
Reorganisation
25X9A2
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ANNEX
ailte r..p..entaUve
10 alit of Pro_mt.lasIrsre_ession Patterns:
In cconection with discharging the responsibility of the Director
of Personnel in the administration of the Agency promotion program,
the necessity arose for amplifying Regu1ation11111111Promotion,
with respect to deeignating lines of work in vhich one grade pro-
motions vere proper and lines of work in which the normal advance-
ment should be .established at two-grade intervals within the GS-5
to GS-11 inclusive range? Accordingly, the Division studied past
promotion practices in the Agency as well as promotion progression
patterns elsewhere in the Federal Saralee and prepared proposed
changes to the Regulation which define promotion progressions for
aU Agency. positione0
S t ru.c tura z
A staff study was prepared for the DDC I setting forth the recomeen..
dations of the Office of Personnel as to the proper sapergrade
structure for CIA in tarms of: (1) Total number of authorized
positions, (2) grade distribution of euPergrade positions, and (3)
distribution of supergrade positions among major components* This
study required a detailed review of supergrade positions and patterns
in numeroas other agencies It involved a study of the organizations
of the agencies, and, a review of general organizational structure
throughout the Government Service? As a result of this study ve
expect that a soand and equitable system for the establishment and
control of supergrade positions will be put into effect.
30 Stu. to Revise Present Promotion Poll and to Assi i Career Service
Experience obtained from Career Service Boards and Panels indicated
that there are times when the concept of promotion for merit, based
on 'a competitive evaluation of an employee accomplishments and
value to the Agencyruns counter to the concept of-pay based solely
on the classification of the emiloveess current duties and reeponsia?
bilities? In recognition of this situation a staff study an pre..
pared which PrePeeee: (a) to revise Promotion, to authorize
2 5X 1 A
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promotions (initially at grades 113414 and 0S-15) in those cases
where the individual was competitively selected for promotion but
the grade of his slot would not accomodate such promotion, and
25X1A (b) to rovio? Tables of Organization, to provide for
the assigratent of fterViC8 designations to T/0 slots? This latter
policy is considered necessary as a basis for determining require-
ments and in settling the question as to which Career Service has
jurisdiction over the T/O slot?
Ito sti.ikof the ,welassu Satmer
A staff study was prepared on this system which recommended (a)
that Agency OS positions be divided into four principal classes;
(b) that ceiltngs be assigned to major directorates and Thais
developed in terms of classes; (c) that authority be delegated
to operating components to reassign personnel where such reassign-
ment is within the same class and in the same line of work; and
(d) that a eeparate 5% authorization, apart from the T/00 be
established for each ccoponent to carry non-productive personnel,
Joe', those in fornal training, in procese of security clearance,
etc?
Executive Develo
t and Personal-Grade now
The Rooter Coinisiien Report (3.955) contidued a recommendation for
the creati0..of a Senior Civil Service, a prevision of which w
the association of :grades with inettviehra5."4-CIpposed to the
conventional.PtaiOtice of identifying ti* .e:0444 with the Jobe This,
aspect of the Romer.Commission Report Wee Combined with, a proposal
for develcipmerit of (*entry executivee f study developed by
the Divied
,
6e Doub.....2.miszi.ncentive Stud J
To provide* 'a medierm.for identifying and\Tecag4zing (employees whose
job performance is superior, a staff study was prepared which
recormended a deableeeltep increase withina grade for superior
performance?
70 0Y...14,t. in Documenting A no Positions
A procedure for using a variety of more efficient techniques to
develop and maintain current positice descripticns for all Agency
positions was developed? The procedure includes the following
items: Identical Additional Description, -Poeitt.on Description
Amendment, Statement of Differernes, Standard Position Description,
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Reinstated Descrip4on and Documented Job Informaticoo The procedure
incorporates methods used by other Agencies which are adaptable to CIA,
including an adaptation of a, Position Description Amendment used by the
Department of the Interior for which the Classification Chief of the
Reclamation Bureau received a meritorioue ardo The techniques have
accelerated the coverage of positions and the maintenance of current dee
ecriptions, and will facilitate the achievement of long-range objectives
of the Division*
80 2tiona1 Han_d_book Su
?0 ?
lament for Prevaili
0 ?
Rate Positionst
A supplement to the Occupational Handbook of Classification Titles and
Codes was developed to cover all positions paid on a prevailing rate
basis in the Agency. Apprcodmately 50 categories of positions are in-
volved* Upon approval of the supplement, now in coordination, it is
expected that the supplement will facilitate the uniform and equitable
classification of prevailing rate positions..
9, S ofencAverage Grade Trend:
This study wasdeveloped to outline the trend of the Agency average grade
overe peeiod of six years* Included were an analysis of the reasons
for the upward trend, conclusions regarding the significance of the treed,
and =emendations to the Director with respect to action required to
achieve a sound position structure for the Agencyo
100 Stu or Incentive P for Forei L and Area
Gt
In response to a request from the Director. of Training, a study was made
of a plan to award incentive pay for acquisition of language and Area
knowledge skills* The policies of the British Intelligence Service, the
Department of State, and the Foreign Operations Administration were tee
viewed to determine the frecedent for such a proposal However, *Ile
the plan had apparent merit, the study indicated that there vas no
general agreement within tho agency as to the neee for specific language
And area knowledge for particular positions, Ther fore granting of ine
centive pay for language or area study was deferred for later reviewo
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