ANNUAL REPORT FISCAL YEAR 1966

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000200090004-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 6
• Document Creation Date: November 17, 2016
• Document Release Date: August 8, 2000
• Sequence Number: 4
• Publication Date: July 14, 1966
• Content Type: MF

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SUBJECT : Annual Report - Fiscal Year 1966
I
Activities for Fiscal Year 1966
The following activities are reported for Fiscal Year 1966 for the
Special Activities Staff:
A. CORRECTIVE ACTIONS PROCESSED
(1) During the year 56 employees were placed on probation for
a variety of reasons involving performance and/or conduct. In all
such cases, warnings or reprimands of some description were issued
and in 35 cases, as delineated below, Step Increases were withheld.
In assisting offices in placing employees on probation, this Staff
reviews each case carefully, advises the office concerned of appli-
cable policies and procedures, and takes the necessary formal action
relating to a particular case.
(2) At some time during the year the Step Increases of 35
employees were withheld under the "acceptable level of performance"
standard. At the end of the year these cases had been disposed of
as follows:
13 - still withheld
13 - granted on a deferred basis after improvement
8 - employees resigned or retired
1 - employee changed to lower grade
(3) Twenty-one (21) suspensions for security infractions were
processed upon recommendation of the employing offices. In addition,
there were two suspensions for other than security reasons. This
was the same number as for the preceding year.
(l) There was another substantial increase in the number of
change to lower grade cases over the preceding year. Our records
show that 97 such cases were processed, 95 of them not involving
salary retnetion and 2 involving salary retention. This is 26 more
than the number of such cases for 1965.
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(5) During Fiscal Year 1966 thirty-five (35) requests for
Fitness for Duty examinations were reviewed and forwarded to the
Office of Medical Services, compared with 58 such requests for the
preceding year. Most of these cases require some sort of adminis-
trative action following receipt of the medical report.
(6) Twelve (12) Notices of Levy involving delinquent Federal
income taxes were handled during Fiscal Year 1966. This is two more
than in 1965. In addition, there were seven (7) delinquent State
tax cases involving Agency employees and five (5) inquiries regarding
delinquent State taxes of former Agency employees. In line with
Federal Government policy applicable to such cases, this office
cooperates with State tax bodies in these matters, and assists them
when delinquent employees do not take prompt action to eliminate
these delinquencies.
B.
INVOLUNTARY SEPARATIONS PROCESSED
(1) Statistical Summary
Failed to Qualify
First Year
Other Invol.
Separations
Total
Terminated by DCI
0
0
0
Resigned in Lieu
J+5
96
141
Retired in Lieu
0
13
13
Total
7_5
109
157-
(2) An additional 32 cases referred by the Office of Security
as security disqualifications were resolved by resignation.
(1) During Fiscal Year 1966 the Applicant Review Panel met on
an average of twice a week and reviewed a total of 407 cases, a 15%
increase over the previous year. One hundred and forty (1J+0) indi-
viduals were recommended for approval, 218 cases were rejected or
withdrawn, and as of the end of the Fiscal Year 1i9 cases were deferred
for further medical or security review.
(2) As a closely-related activity, the Staff reviewed "white
envelope" information submitted by 879 applicants. As a result of
this review, processing was discontinued in 51i cases.
(1) The Overseas Candidate Review Panel screened a total of
25X9A2 overseas assignment candidates during the period, an 80%
increase over the previous year. Of the cases actually discussed
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(2) The Overseas Candidate Review Panel conducted 32 "post
mortems" involving employees who returned to Headquarters prior to
the completion of their overseas tours. The Panel has six (6)
additional cases in the process of review. . of employees 38 cases selecteddhe
25X9 for review were from a total of ptoyc s
Staff was aware were returning from the field short of tour completion
for all reasons. A continuing problem in this area involves our
getting sufficient information on such cases to base a determination
as to whether or not a formal post mortem review would be useful.
E.' CIA PERSONNEL EVALUATION BOARD
The CIA Personnel Evaluation Board met 7 times during the
Fiscal Year and discussed 14 cases. Personnel Evaluation Board
action led to the resignation of 3 employees, the reassignment
of 3, disability retirement of 3, retirement of one under the
CIA Retirement program, probation in 2 cases, a final warning
in one case, with final action pending in one case.
F. CONVERSION TO CAREER EMPLOYEE STATUS
(1) The Staff reviewed over =files of employees who became
eligible for conversion to Career Employee status during the year.
In addition to reviewing the employee files, "Eyes Only" information
concerning any of these candidates was also carefully reviewed and
in selected cases summarized for the Head of the appropriate Career
Service.
(2) As a result of the Staff's reviews and recommendations,
25X9A2 =employees were converted from Career Provisional status to Career
Employee status. Heads of Career Services deferred action pending
further evaluation in the case of six (6) otherwise eligible em-
ployees.
(3) Heads of Career Services, in general, have been prompt in
returning to this office their requests to convert the status of
employees from Career Provisional to Career Employee foolllowinngtheir
receipt of our lists of eligible candidates and supporting documen-
tation. The exception continues to be the CSCS, which currently
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has a backlog of 263 cases of eligible employees on whom no recommen-
dation has been received by this office.
G. SEPARATION COMPENSATION
25X1A
During the year the Staff processed final claims for separa-
tion compensation payments from one (1) former employee separated
under. These claims involved a total of $3,086.31.
Future developments in this area presumably will depend on the
adoption by the Agency of a more liberal policy on the payment
of severance pay.
Plans for Fiscal Year 1967 and Fiscal Year 1968
1. The Special Activities Staff supports Agency offices and career
services in carrying out their responsibilities in the general area of
involuntary separations and disciplinary actions, and provides other
special support services, such as processing cases of employees eligible
for conversion to Career Employee status. The Staff represents the Director
of Personnel in cases which may involve involuntary separation, reduction
in grade, suspension or other disciplinary action, and assists in the
development and administration of policies relating to such cases. The
Staff also conducts liaison with other Agency officials on these matters
and approves on behalf of the Director of Personnel actions taken in con-
nection with such cases. Support is provided to the Applicant Review
Panel and the Overseas Candidate Review Panel, as well as to the CIA Per-
sonnel Evaluation Board.
2. A further effort must be made to expedite the processing of cases
of conversion to Career Employee status, especially cases within the Clan-
destine Services Career Service which are now seriously backlogged by the
Career Service. As indicated elsewhere in this report, the "backlog" now
consists of approximately tses and is growing. 25X9
3. An effort to expedite the handling of Fitness for Duty requests
is currently being made, and must be further pursued in the interest of
reducing or eliminating serious delays in the Office of Medical Services.
This is especially important in cases involving psychiatric symptoms, due
to the difficulty in continuing the individual in a duty status during a
protracted medical evaluation.
1i. Despite Mr. Helms' reminder in April of this year that offices
comply with the Agency's policy on the integration of personnel informa-
tion, it is obvious that compliance is still very uneven, or lacking, in
-4-
MAZIOW
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many instances. This becomes apparent to this office when information
reaches us belatedly that was available elsewhere some time previously.
Constant reminders by members of this Staff have helped, but have not
solved the problem.
5. Publication of a revised Agency Regulation on involuntary
separations is an item remaining on the agenda, as well as a revision
25X1 A of HR on severance pay.
25X1A9a
Chief, special Activities Staff
Office of Personnel
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