(UNTITLED)

Document Type: 
Collection: 
Document Number (FOIA) /ESDN (CREST): 
CIA-RDP80-01826R000200080008-8
Release Decision: 
RIFPUB
Original Classification: 
S
Document Page Count: 
3
Document Creation Date: 
December 9, 2016
Document Release Date: 
October 27, 2000
Sequence Number: 
8
Case Number: 
Content Type: 
REPORT
File: 
AttachmentSize
PDF icon CIA-RDP80-01826R000200080008-8.pdf206.14 KB
Body: 
Approved For Release 2001/03/04: CIA-RDP80-01826R000200080008-8 MISSING PAGE ORIGINAL DOCUMENT MISSING PAGE(S): Approved For Release 2001/03/04: CIA-RDP80-01826R000200080008-8 Approved For Release 2001/07U4 CIA-RDP80-01$26R000200080008-8 "provisional" clearances are used only when they produce a net gain in overall recruitment efforts. With this in mind, the Recruitment D vision has made a careful study during the past year to determine what changes can be made in its practices to minimize "provisional" clearances. Results of the study indicate that, except in rare situations, secretaries can be obtained in adequate numbers without offers of interim employment, but most typists and clerks can be expected to continue seeking such employment un- less they already have other jobs or will remain in school while v Ling full clearances. Acting on this information, the Recruitment Division is instructing field offices that secretarial applicants are not eligible for "provisionals," and every effort is to be made to hold down "provisionals" for typists and clerks by (1) soliciting student applications sufficiently in advance of their gradua- tion to allow time for investigation, and (2) giving greater attention to sources where applicants do not require "provisional" employment. 2. POSITION AND SALARY ADMINISTRATION Identification of Support Positions Acting on the DDCI's decision 16 Novem- ber that all Agency "positions substantially involved with the performance of ort-type functions will be filled from the Support Career Services," the Salary & Wage Division is assisting Component and Career Service Heads in a sur- vey of Agency staffing complements to identify positions affected by the new policy. 15 January is the target date for completing the initial survey. 3. MANPOWER PLANNING AND CONTROL DDP Surveys Availability of Clericals for Overseas Dut A recent survey among GS- ;and 7 secretaries and clerks in DDP revealed that only 1 in 4 is currently interested in and available for overseas duty. Most of those not available cited family responsibilities as their reason. ustments in Ceili Accounting Bei Studied BPAM has indicated recep- tivity an adjustment Personnel will propose in our ceiling controls that is designed iron out seasonal distortions. Under present accounting methods, a replacement moves to a new component to "overlap" an incumbent is charged to the new compone 's ceiling on arrival there. Months may elapse before the dis- placed employee is ficially reassigned; meanwhile the host component must pro- vide ceiling for him so. This "double burden" which reaches its apogee in early summer falls most heavi on DDP. The temporary "advant ' from such accounting proce ores goes to compone (p riLy in DDS) which, on balance, supply re- placements. But it is an ill ry tage because ceiling "vacancies" thus created cannot be used; they mus ?he held open to accommodate displaced employees rotating back to the parent service.' To smooth out seasonal ceiling distortions -- and alleviate an acute problem for DDP -- Personnel will propose a simple credit and debit system that recognizes the realities involved in cross-component rotations.' No changes will be necessary in current transfer or strength accounting procedures. However, on 30 Vnen.e (and X77 Approved For Release 2001/03/RDP80-01826R000200080008-8 Approved For Refease 2001/Oo A-RDP8O-O1e26R000200080008-8 of intervals if desired) ceiling control figures will be adjusted by crediting recei components for employees on "overlap" and biti the components that supplie hem. This arrangement, in effect, will permit the Agency to control ceiling on Career Service as well as a component basis. Whether its adoption will generate problems for components (such as Logistics and Finance) that characteristica_ll apply large numbers of annual replacements is still being studied; but it is be ved that if problems do arise they can be resolved fairly Personnel's proposal is expe d to go to DDS and the Executive Director- Comptroller for approval before the of December. 4. BENEFITS AND SERVICES Christmas Program Approved The Christmas Program Committee has completed its planning for the forthcoming holiday season. Now trees and other decorations are going up throughoutericy buildings, highlighted by an attractive display in the inner courtyard at Hera quarters. Preparations are also under way for special religious services 23 December and for Christmas concerts by the Agency Chorale on 15 and 18 December. Annual Meeting of GEHA The annual GEHA meeting is set for 27 January at 10 a.m. in the Headquarters Auditorium. An Agency Notice announcing the meeting and listing officers to be elected to the Board of Directors will have a ballot attached so that members who cannot attend can nevertheless participate in the election. Headquarters Barbershop 4 January continues to be the target date on which GSI and the concessionaire hope to be open for business in the new Headquarters barbershop. Physical Fitness Room The number of employees taking advantage of the new physical fitness roam at Headquarters is still on the rise. During the week of 30 November, for example, 173 employees used the room, an increase of 1i7 over the previous week. Employee Association Pushing Candy Sales In late November the Employee Activity Association received a sizeable order of Russell Stover candy and Claxton fruitcakes for sale during the holidy season. By 4 December, with efforts just ginning to pick up momentum, 1,158 lbs. of candy and 14+9 lbs. of fruitcakes had been sold. 5. AWARDS 19 NPIC Employees Honored in Special Ceremony On 24 November a special awards ceremony was held in the NPIC building to honor 19 members of that Office for out- standing service -- many of them for conspicuous performance during the Cuban crisis. Families and friends were on hand to watch as the Executive Director awarded 3 In- gelligence Medals of Merit, 12 Certificates of Merit with Distinction, and 4 Cer- tificates of Merit with $100. Approved For Release 2001/O IA-RDP