SALARY AND WAGE DIVISION ANNUAL REPORT 1 JULY 1963 - 30 JUNE 1964

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000200040004-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 7
• Document Creation Date: December 22, 2016
• Document Release Date: October 3, 2002
• Sequence Number: 4
• Publication Date: June 30, 1964
• Content Type: PERRPT

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SALARY AND WAGE DIVISION
ANNUAL REPORT
1 July 1963 - 30 June 1964
SECTION 1. Major Accomplishments and Developments During Fiscal Year 1964
The objective of the salary and wage administration program is to establish
and maintain pay and organizational structures that are internally consistent,
maintain comparability with Government and industry and achieve grade stability.
External systems and practices are reviewed regularly in order to incorporate
desirable changes into the Agency system.
Major accomplishments during the year included Agency-wide surveys to
establish and maintain proper alignment and grading patterns; continuing review
of staffing and development complements; maintenance of Career Service and
component average grades; review and realignment of supergrade positions and
ceilings; review and revision of the Occupational Handbook to cover changes in
occupational structures; maintenance of the General Schedule system; develop-
ment and maintenance of special pay systems, schedules, and policies for scien-
tific, engineering and prevailing rate positions; review of organizational patterns
to determine effectiveness and to determine employee utilization; conducting
studies of grade and pay practices throughout industry and Government.
A statistical summary of major activities is as follows:
POSITION SURVEYS AND INDIVIDUAL ACTIONS Workload - 23%
25X9A2
25X9A2
25X1
Number Number Positions Descriptions Positions
Organization Surveys Positions Audited Written Classified
DCI 0
DD/S 2
DD /I 4
DD/P 7
DD/S&T 2
TOTALS 15
25X9A2
Positions surveys were conducted by reviewing Agency organizations to
insure effective patterns and alignment and developing documentation consistent
with current functions. Evaluation and classification was based on various stand-
ard techniques including ranking, internal comparison, comparison with standards
t,~arndsctis~.paaitions tretout the Government and industry.
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STAFFING COMPLEMENT REVIEW AND DISTRIBUTION Workload - 9%
Organization S/C Requests S/C Changes
DCI 18 18
DD/S 155 168
DD/I 41 61
DD/P 187 181
DD/S&T 5 4
TOTALS 406 432
No. Positions
The number of positions covered in staffing complement changes increased
over the number for the preceding year resulting from many organizational
changes throughout the Agency including the establishment of the DD / S&T and
changes in many components within the Deputy Directorates.
GRADE CHANGES ON STAFFING COMPLEMENTS
Proposed
Organization Upgradings Upgradings Downgradings Net Change
DCI 2 2 2 0
DD/S 90 72 165 93
DD/I 150 115 141 - 26
DD/P 160 132 305 -173
DD/S&T 65 47 24 + 23
TOTALS 467 368 637 -269
The number of downgradings substantially exceeded the upgradings in
contrast to the previous year when upgradings were +324, primarily as a result
of the Executive Director's determination that the Agency average grade should
be reduced to that of 1 July 1963.
PLANNING PAPERS
Organization No. Planning Papers
DCI 3
DD / S 14
DD/I 6
DD/P 24
DD/S&T 1
TOTALS 48
This heading covers all review of Planning Papers under
25X9A2
Workload - 2%
No. Positions
25X9A2
some cases, no issuance was necessary because staffing complements
unchanged. Issuances are covered under Staffing Complement Review
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remainted
25X1
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QUARTERLY CAREER SERVICE GRADE AUTHORIZATION
This function was transferred to the Statistical Reporting Branch of
the Personnel Operations Division in September 1963.
AVERAGE GRADE MAINTENANCE
Workload - 2%
Organization Grade Career Service Grade No. Career
Organization
1963
1964
1963
1964
Services
DCI
10.216*
10.380*
9.492
9.686
2
DD/S
9.315
9.273
9.640
9.503
8
DD/I
9.984
9.884
10.073
9.885
12
DD /P
10. 163
10. 146
10.069
10.050
1
DD/S&T
10.514
10.736
10.514
10.799
1
Agency
9.83
9.82
9.83
9.82
24
*Includes components previously in DD/S
Average grade maintenance involved insuring that upgradings were com-
pensated for, where possible, by corresponding downgradings and that uncom-
pensated upgradings were appropriately justified.
PAY CHANGES (Prevailing Rate Positions)
Workload - 2%
Number Changes
Position Category or New Schedules
No. Title s
or Rates
New Titles
GA
5
18
0
GP
9
67
0
LB
1
22
0
WB
6
136
0
RM (Radio Maintenance)
0
0
0
FN (Foreign National & Local)
7
24
1
TOTALS
28
2 67
1
These changes are made at irregular intervals based on wage surveys
elsewhere in the Government or Foreign Service Local changes.
POSITION STANDARDS, GRADING PLANS AND TECHNIQUES
Workload - 1%
Number Positions Covered
2 100
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Standards were limited to the preparation of standard job descriptions
and qualification requirements during the Fiscal Year.
EXTERNAL WAGE AND SALARY DATA Workload - 4%
Number Documents Number Wage Categories
15 500
This function involved securing information on pay and personnel practices
in private industry and other Government agencies for general compensation
purposes and for survey comparison. Documents collected included standards
and guides, copies of position descriptions and pay plans and statistical infor-
mation on pay fixing methods and procedures.
SPECIAL STUDIES AND STAFF SERVICES Workload - 42%
1. A complete revision was made in the Agency Handbook of Occupational
Titles and Codes and additional changes were made to provide for continuing
modification in position structure.
2. A detailed study over a period of several months was made of the com-
pensation plan and personnel practices of thel as a 25X1 C4C
result of which a new pay system was develope ,. Stucues were 096 made of
the pay structures and systems 5X1 C4C
3. Studies were made of positions proposed for supergrade level and
changes were made in the supergrade structure.
4. A review of the comparability structure established under the Salary
Reform Act was made to determine validity of pay levels.
5. A review was made of the problems involved in eliminating annual
premium compensation in place of overtime as a result of the Court of Claims
Decision of 15 November 1963 which restricts an agency's right to make such
changes.
FOIAB3B1 6. A review was made of the legal status relating to overseas allowances
and differentials applicable to other Agency components in
25X1 A6, I
7. Advanced rate schedules were established for scientific, engineering
and medical officer positions in the Agency to take effect on the effective date
of Schedule Two of the Salary Reform Act.
25X1A6A
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8. An OPM on improving supervision of Wage Board employees consistent
with agreements elsewhere in the Government was developed.
9. A study was made of the appropriateness of raising rates for part-time
employees of the Credit Union.
FOIAB3B1 10. A study was made of problems in administering 25X1 C4A
Local severance pay plans and a delegation of authority was developed or the
Chief,Oto administer such plans under specified controls.
11. A study was made of compensation of managerial positions in Credit
Unions and Savings and Loan Associations to determine adequacy of pay of the
General Manager of the Northwest Federal Credit Union.
12. An OPM was developed on policies for controlling Agency average
grade.
13. Regulations on Pay Administration and Position Evaluation were
developed.
14. An Agency-wide review was made of headroom and appropriate
reductions made to implement the Executive DirectorIs requirement that the
Agency average grade be reduced to that of 1 July 1963.
15. Numerous studies were made of industrial pay practices applicable
to technical and professional positions.
16. A study was made of pay of clerical employees in industry as reported
by the National Office Management Association and the Bureau of Labor Statistics.
17. Statistics were developed on a continuing basis relating to ceiling,
grades, and staffing of components for use in the manpower control system.
Formal Training 2%0
Other overhead - primarily leave 13%
SECTION 2. Objectives for Current Year and Status of Current Program
(1 July 1964 - 30 June 1965)
POSITION SURVEYS
During the current year it is anticipated that additional surveys will be
initiated in all components of the Agency. Estimated coverage for the current
year is as follows:
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Organization Number of Positions
DD/S Area
DD/I Area
DD/P Area
DD/S&T Area
TOTAL
The annual review of staffin complements should equal or exceed that
25X9A2 for the preceding year
Planning Paper review should cover the total positions in the Agency -
25X9A2 approximately positions.
the DD/P area. Under directive of the Executive Director-Comptroller, up-
gradings are required to be compensated by downgradings at approximately
the same grade levels, thereby maintaining reasonable grade stability.
The same number as for the preceding year is estimated
25X9A2
25X9A2
PAY CHANGES (Prevailing Rate Positions)
While this category varies, approximately the same number is estimated
as for the preceding year - 28 changes affecting 250 titles or rates.
25X9
There is less emphasis on this program since a large part of the work is
covered under specialized comparison and ranking methods. An estimate is
two standards affecting positions.
It is estimated that approximately the same number of documents, 15
affecting 500 or more wage and salary categories will be accumulated.
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SPECIAL STUDIES AND STAFF SERVICES
It is estimated that special studies and staff services will continue as in
the preceding year. The maintenance of changes in scientific and engineering
pay schedules is a continuing function, an early change being imminent upon the
passage of the new pay bill. In addition, continuing changes will be necessary in
the Agency handbook, in regulatory material and studies relating to the various
aspects of manpower control.
SECTION 3. Program Outlook for Budget Year (1 July 1965 - 30 June 1966)
Surveys will continue to be directed toward the goal of effective manpower
utilization, the maintenance of current organizational documentation, effective
grade alignment, and general grade stability.
STAFFING COMPLEMENT REVIEW AND DISTRIBUTION
PLANNING PAPERS
AVERAGE GRADE MAINTENANCE
Functions under these categories will be continued as previously in order
to maintain organizations capable of effectively carrying out the varying admini-
strative, technical and professional Agency functions.
PAY CHANGES (Prevailing Rate Positions)
It is anticipated that this function will continue essentially the same as
in the past.
POSITION STANDARDS AND GRADING PLANS
Some additional coverage of position standards and grading plans will be
required to secure adequate coverage of Agency positions.
EXTERNAL WAGE AND SALARY DATA
Accumulation of information and data of this type will continue to be an
essential function.
SPECIAL STUDIES AND STAFF SERVICES
Increased emphasis on the compensation aspects of manpower control and
on the various details of pay employee utilization and organization review and in
the employment of pay systems and techniques is expected.
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