POSITION EVALUATION DIVISION SEMI-REPORT (1 JULY 1955 - 1 JANUARY 1956)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000100070002-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 20
• Document Creation Date: December 22, 2016
• Document Release Date: September 27, 2002
• Sequence Number: 2
• Publication Date: January 1, 1956
• Content Type: REPORT

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POSITION EVALUATION DIVISION
SEM-ANNUAL REPORT
(1 July 1955 . 1 January 1956)
PAGE
Chart of Organization and Functions
SECTION 10 Major Accomplishments and Significant
Developments 1
A. Introduction 1
B. Distribution of Staff Time b.s- Work
Load Categories 2
C, Position Analysis Surveys 3
D. Position Standards 3
E, Individual Position and Personnel
Actions 4
F. Table of Organization Review 4
GR Special Studies and Staff Services 5
H p Training 5
SECTION 2. Objectives and Program Plans \ 6
ANNEX 1
Ana 2
ANNEX 3
ANNEX 4
Position Analysis Surveys Completed
Coverage of Position Standards and Standard
Job Descriptions
Major Thes Processed During the Period
Listing of Representative Studies and Reports
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1700 - REY OAT AC:IL
ORM COMP OP1 _ TYPE
OR1G CLASS PAGES ----11EY CLASS
JUST NEXT REY AUTHIt NB WS
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POSITION EVALUATION DIVISION
Organization and Functions
Responsible for Agencywide position evaluation and wage administra-
tion, including service to NSC, Maintenance of approved Thes for
the Agency. Development of position standards and qualification
requirements. Provision of guidance and assistance to other person-
nel elements and Agency components on wage administration of consul-
tant, associate and contract personnel, indigenous labor and
foreign nationals.
Staff:
7-WrirrmainnarlMah
Irovideb poirtion evaillaion and
usv administration for overt
Agency components (DD/Is DD/S, DCI
'and NSC. Assists ccomponents in
levelopment of Tiota and approves
iposition classifications thereon
/or Office of Personnel. Conductd
-
!position analysis surveys. Recon
mends pay rates for consultants,
:indigenous personnel and Foreign
Nationals.
.4s
Staffs
Cove v ua on rano
ism:acres positron evaruation ,a10
wage administration for covert
-Agency components (DD/P).
Assists DD/P in development of
1/10gs and approves position
classifications thereon for
Office of Personnel. Conducts
,position analysis surveys.
Recommends pr rates for consul
tants and other types of peon.0T
vi 1
,ranch
todifTes t6e Agency occupaffonal
structure into categories and groups
of positions having similar character-
isticS, with appropriate Standard
titles and codes. Develops position
standards andqualifications require.'
ments. Prepares appropriate Agency -
publications concerning position
titles and codes, salary and wage
policy, etc. Conducts occupational
survetSas reouired.
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LtalisffingtICOMOISMIMOnallaSMar:76 b.
Staffing Figures are averages of assigned personnel over the 6.,month pert Ode
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FM-UM EVALUATION DreYSION
SEMIANNUAL REPORT
1 July 1955 . 1 January 1956
SECTION l? Major Accomplishments and Significant Developments.
A. Introductions
The purpose of the Position Evaluation Program is to
achieve and maintain a sound occupational and salary
structure for Agency positions. This program must proe
vide for equitable CIA salary alignment eith compensation
levels within and outside the Federal Government and be
responsible to the special job Characteristics and employe
ment situations eneeantered in CIA, including recognition
of the Career Staff concept.
The past six menthols activity with respect to our prin.
cipil function, the classification of positions, was
Characterized by d parture from our planned system of
classification surveys and standards development. The
ceiling freeze retroactive to 31 July 1955 caused many
operating offices, particularly in the Clandestine Services,
to develop reorganization proposals in Which we participated.
However,. oar efforts were not entirely productive due to
problems resulting from the long and arduous coordination
required of the CS Tibos and the constantly changing rules
and philosophies with respect to their form, constitution,
and use.
However, many of the problems concerning the Agency Staffing
Structure appear near resolution, much depending upon the
"Revised Manpower Control System" currently being installed
in Office of Communications on a trial teals with the Division
providing Office of Personnel representation. Also, approval
of new policies on Promotion, Assignments) and the Career
Designation of Tib positions should aid materially in achieving
sounder personnel administration but will require realistic
and accurate Tables of Organization and the use of judgment
and prudence by all concerned in encumbering Tib positions.
Of some concern, as the period ends, is the increasing and
repeated observation of the Inspector General that the
compensation leveli approved for a wide variety of Tit)
positions is not appropriate to obtain and retake the caliber
of personnel required. This has been a perplexing situation
since we keep in touch with wage levels both within and with..
out the Government, and such studies have constantly pointed
out the fact that CIA levels are generally substantially
higher than other "going" wages. It may also be noted that
the Inspector General, to our knowledge, has not yet encoune
tered a case in which he has found the CIA compensation too
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Die tin 'Sta,N Tieee 1:5 Ieork leoed Ce.' gore
Characteristics - Time Percentage
404.14671,7./.1%;a7.2W.F+0,1:zi:V.,..4
2ta
araMET42V-14.6=0Alf2f
1, Position Analysis Collection recording:. and analysis
Surveys of duties and quolification require
enents for all positione in orgenie
zational components or ocOnpational
categories, Presentation of ?lassie,
fiCations determined upon and- coor-
Aination of results vith Office
conoerned, Preparation of survey
reports.
2. Position. Standards ,Intensive analysis of positions in
particular occupational categories.
Preparation of sumnary statemente Of
the eseential characteristics of the
levels of works qualifications ree
quireds and the. lines of progression.
Coordination of these products.
3. Individu`al PositAon Review of selected individual per 17%
and Personnel Actions eonnel actions in terms of equity and
propriety, Such actions are those in
which there are unresolved clossifi-
cation questions requiring desk audits
and preparation of deseriptions,
4. Table of Organization Position analysis review of TIC) proposals 19%
Review and Distri. and preparation of OP recommendations to
button WS. Distribution of approved -Ttaas and
control of TA records.
Special Studies and Preparation and coordination of regulationss 16%
Staff Services handbooks' and guides on weep administration
matters. Staff support to Dfr on the CIA
Supergrade Strrcture. Comments on applicaR
Unity to PED Program of legislattve and
other proposals. Analytica/ studies on cur-
rent problems of concern to FED; such as pro-
motion policies: the exam-kV...ye pay plans& pay
incentives, Manpower Control Systems, Career
Service Designations of Positionsv etc..
atension of machine tabulation methods in
the presentation of information about the
occupational structure of Agency Components
and Career Services.. Staff assistance to
operating offices on position evaluation
? problem,
(The remaining staff time WAS divided between formal training vithin the Agency:,
leave, and details to other OP Divisions.)
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C. Position Analysis Surveys . 24% Workload Factor.
As will be noted in Annex l., nearlyAgency positions, 25X9A2
nearly equally divided between the re irectorates, were
surveyed. The majority of surveys included formal desk
audits a however, in the case of overseas positions in the
Far East, we report all documentation provided by Personnel 25X1
Officers, formerly Division Members, as survey since the
position descriptions represent the results of on the spot
analysis of the positions covered. ?
Of special significance- are the surveys of the ORP Economic
Area a project nearing completion which we have planned
for .many times over the last several years but forced to
withdraw each time due to reorgpnizationseee and that of a
group of key positions throughout the Security Office, In
the. latter casesewe have covered'coMprehensive for the
first time the duties and responsibilities of 25X1
Security positions. Another difficult survey was
that of the reorganized Training Office duringwhich recognie
tion was given to the requirement that maw InstruCtor
positiontorequired comprehensive Agency- field experience and
could not be fully appraised merely on basis of giving a
specific course of instruction.
As in the pastsece found that the Most satisfactory and
accurate position evaluations established are those approved
as a result of organizational sterveys. This program, ue
feel, warrants cntinued emPhasis.
D. Position Standw:08 - 3% Workload Factor.
Position standards completed and published during the period
(Annex 2), have provided classification and qualification
coverage of a Substantial portion of Agency positions in six
occupational categories (approximately 700 poSitions). Stare
dards now in final draft, requiring clearance only of minor
details before publication 'librarian), 25X1
will provide-Coverag of approximately 200 additional positions.
Other standards in final draft wille when published, cover over
additional positions.
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Published standards now apply to positions throughout the
Agency, both in Headquarters and the field. Standard position
descriptions for Reports Officers, OS.7 through OS-15, and Area
Operations Officers, T4.7 through GS45, now provide coverage
of Headquarters operational positions.
During the reporting period revision of the ftInterim Qualifie
cation Standards to simplify format, eliminate superfluous
material, and increase utility was begun; and qualification
standards wereydeveloped for Intelligence Operational positions
including Intelligence Officer (FI), Operations Officer (PP),
Operations Officer (CE), and Paramilitary Officer. These interim
standards cover a major segment of DD/P activity.
A complete revision of the Occupational Handbook of Classification
Titles and Codes was made, and the Handbook has been transuitted
to Regulations Control Staff for printing. A further necessary
revision to provide complete definitions of all titles and codes
has been initiated.
In view of the amount of staff time required to be spent on
special staff studies, as outlined in Annex 4, the production for
the reporting period has been encouraging. With the assignment
of additional professional personnel 'to the Standards Branch the
production during the next period should increase Considerablyo-
,
E. Individual Position and Personnel Actions. 17% Workload Factor.
During the period, 609 individual personnel actions were processed,
a substantial portion of which involved desk audits and the
preparation of position descriptions. Statistics indicate that a
significant proportion of the total number of position descriptions
produced result from this category of activity. Consevently?
despite the emphasis upon surveys, it continued to be a fruitful
means of documenting Agency positions. Although not a direct ciessification responsibility, service designation:determinations for
positions, particularly in the DDAD Area, were Made in connection
with indiiridual personnel actions.,
F. Table of Organization RevieW 19% Workload Factor.
25X1
During the latter quarter, much time was devoted to providing
assistance to DDA Staffs and Area Divisions in connection with
their revised Tables of Organization. Problems encountered are
covered in the Introduction to this report.
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As in the past, the long existing practice of operating offices
looking upon a VO proposal as the medium for requesting upgrading
of positions has continued.Atis practice sometimes forces the
Division to make hasty classification decisions in the interests
of getting out a Th. We, of course, would prefat-that Tib
proposals be confined principally to establishing appropriate
organizational structure and that only positions directly affected
by structural changes:lee considered a subject for regrading.
This philosophy we have been attempting to spreads and a cono ,
promise frequently used is the slash grading of all positions for
which the Office desires grade changes, followed by detailed
position evaluation when the new organization is in operation.
D. Special Studies and Staff Services . 16% Workload Factor
Pepreaentative studies accomplished by the Division are listed
in Annex 4. As in the past, the Division has analyzed systems
and practicee and resolved problems in the field of Personnel
Management that extend beyond the fields of position evaluation
and wage administration, Perhaps the-most?significant project
initiated during the period is the study of current position
evaluation and compensation plans in other government agencies
and private industry. To date, the entire State Department
Foreign Service Personnel System has been reviewed and their
practices in position classifications rotation and assignments
grade retention, control eyetems, etc. analyzed. In additions
compensation practices of the Atomic Energy Commission, other
government agencies and large private corporations having over-
seas functions ire studied,. Information obtained should be
extremely useful in the evaluation of the Agency Compensation
Program as well as in making changes to our system.
Consultations with representatives of operating offices to assist
Them in the application of the Agency position evaluation system
and in the resolution of current problems continued; and staff
support was given to Career Service Boards and the Personnel Assign.,
ment Division with respect to questions concerning the evaluation
of pamitionss salary and wage rates, promotion Progression patterns,
qualification requirementas and related matters. Numerous orien-
tations and briefings on position evaluation functions were given
to personnel from operating components of the Agency as well as
to members of the Office of Personnel.
H. Training -
During the reporting period a two.week lecture course on Salary
and Wage Administration was developed by the Divisions consisting
of forty-hours of detailed instruction in techniques and methods.
The lecture course was given to the Personnel Office Trainees
as a part of their formal training in the Ageney. It included
instruction in occupational classification, industrial job
evaluation methods and practices, the factor comparison method
of position evaluations job evaluation methods used in Department
of States AEC, Navy Departments CSC position evaluations fact.
? finding tools and techniquest ducriptions s,
: s
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survey methods and techniques T/0 reviews classification
records and reports s field classification problems, pay
plans, position standards, pay administra.tion and salary
determination. Emphasis was placed on student partici-
pation in the course in order to increase understanding and
retention. Twelve members of the Division staff and an ex.
member now on the staff of the DD/Pers/PD presented lectures.
Favorable comments were made by all trainees, both with
respect to the nature of material presented and the con-
ference method of instruction. Expressions of interest in
attending a similar course were received from adtdnistrative
personnel in several operating areas of the Agermy.
Several members of the Division were enrolled in Agency
sponsored internal and external training courses during this
period. The Division was represented in such courses under
the administration of the Office of Training as Basic
Orientations Operational. Supports Effective Writing, and
Clandestine Review. Several members attended lectures in
the Area Training Courses and Area Orientation Lectures
covering Russia, Germany and Burma. Two individuals took
the evening class in Position Classification offered by the
Department of Agriculture.
SECTION 2. Objectives and Program Plans - 3. Janhary 1%6 to
1 July 1%6
A. Continue our research project concerning the evaluation of ?
various compensation systems used successfully in government
and industry; consider adaptations which marr be desirable
to the CIA System. Develops if we can creditably do so, a
revised Compensation and Position Analysis System, which may
fit Agency needs.
B. If the ',Staffing ComplementeDevelopment Complement-Flexible
Thu combination is successful in Como, exert all efforts
to apply it to the Component which most needs its the DD/P.
C. Simplify the forma and extend the usefulness of ow paper ?
products . Position Descriptions, Position Standards,
Qualification Require nts. This is most important.
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D. Continue the position evaluation survey program which
is now established and accepted. Attempt to cover most
DD/P Area Division Departmental positions andselected
areas within DD/ P and DWI. Similarly continue doeumenp
tationif FE Division field positions with the assistance
25X1 of ersohnel Officers formerly members of the Division.
E, Provide staff assistance in the designation of all positions
by Career Service jurisdiction.
F. Continue the processing of new Tahles_efOrganisation and
individual changes as rapidly as possible without jeopardizing
sound position structure.
II. Evaluate all aspects of our program in terms of results
accomplished and make adjustments to meet Agency requireme0,7?
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samateiaL
.....ADDAtiLSaEl!ad
Office of Logistics
Mail and Courief Branch
Medical Staff
Office of Security
Office of Training
DD/S Total
Oa* of Central Reference
library Division
Special Register Division
Office of Scientific Intelligen
Guided Missiles Division
Medical Divisions Estimates
and Surrey Branch
P and E Divisions Special
Projects Branch
Office of Research &Reports
Economic Research Area
Basic intelligence Division
Office of Operations
FDD (al/ clerical positions)
Contact Divisions Index Brand
DWI Total
Number-of Positions
Covered
Grand Total
_Reason for Survey
Classification E&jeq
P eorgard zati on
Te resolve slash-trades
Classification Review
25X9A2
Reorganization
Reorganization
Reorganization
Reorganization
Classification Review
Classification Review
(Pending OPR os Action)
Classification ReviGIT
Classification Review
Classification ROViGU
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ANNa 2
Coverage Standards and Standard4rokDT1Eptkons
Total Standards Published:
pcoueatipnal Code
as-ono,o1
as.c3o1.35
Gs.058,00
Gs-0359.03
as.0150.01
os.a5o002
ars.0816.,00
os.o388A3
as.008.:03
Gs13662
as.o560.01
as.o5lo.14
as.o132.,35
las.0132.0
GS-0132.31
GS-0132.32
Employee Relations
Courier
Tabulating Mach. ?per.
Tabulating Proj. Planner
Geographer
Geographer (Cartographer)
Cartographic Drafting
Como. Tech. (Radio)
Commo Tech. (Crypt)
Documentation An/Off
Budget Administration
Finance Officer/Asst
Intelligence Analyst
Foreign Documents Officer
Biographic Analyst/Off
Industrial Analyst/bff
?
II. Standards ?Published Di
2.sael.tiionede
as.056o.ol
Gs.0510914
Gs-0132035
as.o132.48
as.o132.31
os.o132.32
Budget Administration
Finance Officer/Asst
Intelligence Analyst
Foreign Documents Officer
Biographic Analyst/Off
Industrial Analyst/Off
III. Standards in Final Drafts
Occupational Code
GS-0132.23 Dissemination Officer
25X1
GS.D1410.01 Ltbrarlan
as.006o1 Records Management Off
GS-0301A3 Admin Officer OM
GS-0301.03 Admin Officer (Field)
General Clerical Standard
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Positions Covered
Dent 010?'11117'. Total
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ANNEX 2 (CONTINUED)
IV. Standard Job Descriptions Completed%
ammtional Code
G3-013244 Reports Officer
G$G4136.01 Area Operations Officer
Positions Covered
Dvotel i.e iotLL
eximOZtceez.: moPrax=..
V. Standard Job Descriptions in Procei
2.0,2,2e4o2La3. Code
GS.C31841 Secretagy (Steno)
GSi.0318002 Secretary (Typing)
OS.0318.03 Secretau
0S-0301.26 Clerk
GS-0312.01 Clerk-Steno
O3-0322.01 C1erk4i1pd.st
GS0301.27 Intelligence Clerk
GS-0301.28 Intelligence Assistant
GS.0301.29 Intelligence Clerk(Steno)
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ANNEX
12.132.R.32.019.M.CESSED j.B.S22.THE D
2Forai_s_algas,
DCI
"sTroject Annexpaquatone
DD Are
FI Staff: Division D
TSS Fe
DD Area
of Coranunications
S v-ns v.
DD/P Total
Number of Positions
ay Staff
Support Staff
Support Staff,
Office of Personnel
""TreL Staffs
and Divisions
Office of Securit
ersonne ec ty Division
Man nent Staff
ecor ular"'u-1-gement Division
Medical Staff
rariarnrr"?.
Icas3767eril Field
Lo sties
ransportation Divisio%
Highway Branch
DD/S Total
DD Area
ce of
ary
Special
Liaison
Office of
ce
I-TEM
Office of
Central Reference
isalnr'Ireffara'sjaamn-44ft.
Register Division
Division
Current Intelli n e
vitioIndex Brancl
Research and Re ? rts
o o n
gene? 1 v s on
Office of Basic Intelligence
Grand Total
T2E22
Reorganization
Reorganization
eorganization
Reorganization
Reorganization
25X9A2
EstabliEhment of Division
Reorganization
Classification Review
Classification Review
CI aS sific ati on Review
Clasafication Review
Reorganization
Classification Rev.lev
Reorganization
Reorganization
Reorganization
Reorganisation
Reorganization
Reorganization
Classification Review
Reorganization
Classification Review
? Reorganization
Reorganization
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ANNEX 4
Itiet..tm of Re oentative Studies orts
1. Study of classification and co enuation systems adaptable to
amo
This study stemmed from the Objective to keep abreast of the times
concerning outside developments in the field of classification and
salary administration particularly since the consensus of opinion
of the Career Council is that CIA should develop and use a caepen.
sation system keyed to the Career Service Program even though we
depart from normal Federal practices. The project began with a
review of position evaluation and compensation plans and practices
In selected governmental Agencies somewhat comparable to CIA; and .
researdh organizations and industries, particularly these which have
fairly extensive overseas operations.
This project was approved by the Director of Personnel in July and
thus far is about 30% complete,, Extensive data has been obtained
from the White House Task Force which studies compensation, and
pay along with overall overseas personnel problems ; the Personnel
Advisor to the President; various Senate end House ComMittees which
investigated aspects of the pay problem; intersdepartmental commit.
tees; and the Civil Service Commission. Agencies whose compensation
and personnel programs mare studies included: AEC., ICA? Department
of State USIA and TVA. On the industrial side, discuesions were
held with representatives from the Society for Advancement of Manage.
meth, and the American Management Association. Descriptive material
was obtained on 16 Urge industrial firms which have extensive over
seep operations. Future action on this project contemplates field
trips to_TVAeand. DIPPreXimately 3 or 4 industrial firms to gain
firpt-hand knowledge "onthe detailed methods end procedures. Upon
conclusion of this, the data collected will -be synthesized, and
recommendations madoeconcerning the apprepriateness of the present:
system or the need for its modification'erreplacement,
2. Participetion in Task ForetaTILIclanlnraeeviseUmar
1.74.
rdiVeNnt,TgraaL 7C'? ' ? ?
The proposal developed by and Perpoenel recommended the:
use of the Staffing Complement (moekeburdoa concept for tin) peepent
TA and the establishment of a. nonwork.bUrden category designated
Development Complement to accommodate "non-productive personnel:; and
as recruits, trainees, pasuals? etc. The Career Council decided that
the proposed system should be tested in an Agency component to
determine its feasibility in terms of cost, time, paperwork, etc.
FED:le the action ofgice within the Office of Personnel which, in
conjunction with the Management ,Uag2s, is conducting the trial run in
Office of Ceamunications.
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ANNEX 4 (CoNT0D)
3. Erectti revise ProaotiontandAsrb.Po34sx.
The Division participated in developing revised policies
to implement a more effective and equitable promotion and
assignment program.
Drafts of revised regulational I Promotion and
25X1 Assignment, together with a Notkelmtlining
procedures to assign career designations to IP positions
were developed impart by the Division.
25X1A2D1
25X1A2D1
Study on the salary admLulatration policy implications of
approval of educational allowances for foreign nationals
through incorporating them:An an augmented pay schedule.
for foreign nationals
25X1
25X1A6A
7. Preparation of Staff Study on Pgy Determination Policy
and Procedures for Consultants, Experts, and WAE9s.
8. Staff stuct.sallentela2a5aELEFAvtion.
At the request of the DD/S, a proposal and implementing
procedures were developed to provide for objective ranking
of all key-Agency positions in order that the CIA Super.
grade structure could be evaluated and necessary adjust.
ments made. Following acceptance of the plan by Super.
grade Review Board, the Division prepared brief descriptions
and evaluation data on each Position considered to warrant
supergrade nomination and ranked the positions for each
Directorate in order of overall difficulty and responsibility
of dUties performed. This information was pr.wided to the
three Deputy Directors for their use in preparing their
nominations and rankings of the positions.
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