ANNUAL REPORT PLANS AND ANALYSIS DIVISION, OFFICE OF PERSONNEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000200150013-4
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 7
• Document Creation Date: November 17, 2016
• Document Release Date: July 28, 2000
• Sequence Number: 13
• Publication Date: January 1, 1969
• Content Type: PERRPT

Approved For$.lease 200 d1f~ . CIA-RDP80*I826R000200150013-4
ANNUAL REPORT
PLANS AND ANALYSIS DIVISION OFFICE OF PERSONNEL
1. Planning and Forecasting - Fiscal Year 1969 Accomplishments
a. Fiscal Year 1969 Advance Staffing Plan was originally issued in
March 1968, and updated in June, October and December 1968. The final tally
for GS personnel requirements was:
CT PROF CLER COMMO TECH TOTAL
25X9A2
Actual accessions were:
CT PROF CLER COMMO TECH TOTAL
25X9A2
Starting in January 1969 we began to predict a year-end ceiling underage.
There were several contributing factors. The components had set their re-
quirements at a level lower than the estimated losses since many were faced
with getting down to ceiling. There were also unallocated ceiling spaces
held in reserve and a hesitancy in the components about putting people into
process when available due to lack of ceiling. In the fourth quarter of the
fiscal year the decision was made to hold Agency strength to the FY 70 ceiling,
which was 176 less than the FY 69 ceiling. This action reduced the expected
underage predicted earlier in the year.
b. Fiscal year 1970 Advance Staffing Plan was produced in March of 1969
and turned over to Placement Division for implementation in June. This Plan,
which will be updated in July and August by Placement Division, showed these
GS staffing requirements at that time:
CT PROF CLER COMMO TECH TOTAL
25X9A2
"I Due 1
Excluded tram 80800
Approved For Release 2000/08/ - DS ~tti~ 2 R000200150013-4
 a= CT
Approved For Release 2000/0 P80-01826R000200150013-4
NW
The increase over 1969 was estimated by the components and by the Plans and
Analysis Division as required to offset the downward slide of Agency on-duty
strength.
c. Future Developments -- Manpower Planning and Analysis. The transfer
of responsibility to the Placement Division for preparing and using the
Advance Staffing Plan marks the close of one period in our planning efforts
and the beginning of another. Now that the ASP is operational, we can con-
centrate on other personnel planning areas, particularly on the problem of
movement and flow of our people within the system as seen in the perspective
of the decade ahead. Agency personnel management trends and contingencies
during the next five to ten years will be studied to relate the known sepa-
rations in the senior ranks to the successive middle and junior officer groups.
While these studies will have an impact on the question of the numbers and
types of people who should be entering the Agency in the years ahead, their
main purpose is to provide a further basis for evaluating personnel policies
and processees in the development, promotion and flow of personnel within the
Agency during the 1970's.
2. Regulations and Review -- Fiscal Year 1969 Accomplishments
a. Administrative Authorities. The eleven recommendations of the Admin-
istrative Authorities Task Force submitted towards the close of Fiscal Year
1968 were acted upon in FY 1969 as separate propositions by the Deputy Direc-
tors. All were approved in principle except two (one was rejected because
of insufficient need and the other is still pending). Although the box score
is high, there were considerable objections and non-concurrences that had to
be resolved during the year. PAD's staffing load in preparing draft regula-
tions and supporting ODDS and OD/Pers actions to implement the Task Force
Approved For Release 2000/A P80-01826R000200150013-4
 Approved For Release 200
IA-RDP80 -826R000200150013-4
proposals was a major continuing effort. Although the changes are too
numerous to enumerate here, the Agency's personnel and overseas assignment
programs have been materially altered by new policies concerning overseas
tours, home leave eligibility and administration, retirement travel benefits
and death travel benefits.
b. Notable progress was made in the Regulations field during FY 1969.
(1) Updating of OPM's. The project to update Office of Personnel
Memoranda was largely completed during the fiscal year. Twelve OFM's
remain to be published of those requiring revision and all obsolete
OPM's have been eliminated.
(2) Clean-up of Regulations Backlog. The backlog of a number of
regulations which had been in various stages of development has been
worked off. Particularly difficult regulations, some of which were
25X1A
seven years in process, which were published during the year include
E Personnel Policy Objectives; Separation Compensation;
Marriage of Employees; and Shipment of Foreign Manu-
factured or Assembled Vehicles. Agency overtime policy was reviewed and
regulations drafted for management approval in support of the Inter-
Directorate Committee on Overtime.
(3) Staff Support. Considerable work was put into the subject of
Hazard Pay Differential although it was decided not to adopt a Regulation
on the subject. The Handbooks on Employee Conduct and Discipline and on
Contract Personnel were rewritten during the year, the latter being a
very major task. The booklet, "You and the Central Intelligence Agency"
was updated.
25X1A
25X1A
Approved For Release 2000/08/16 : CIA-RDP80-01826R000200150013-4
gna-Aniump
-)LM I
ET
 Approved For F,elease 200
CIA-RDP80-G3826R000200150013-4
c. A study was prepared for the Director of Personnel which advised
him of Agency personnel policies which deviated from or represented non-
adoption of statutory and Federal administrative policies.
d. A recap of regulatory material published during the year and of
that still in process follows:
Published or In Process
Approved on 30 June 69
25X1A
Booklets 2
Total 81
e. Plans for Fiscal Year 1970. While staying abreast of current affairs
we plan to make further progress in updating Handbooks in the Personnel Series
and to index and maintain Office of Personnel Memoranda. The adopting of
Administrative Authorities outside of Agency Authorities places emphasis on
alertness and decision in responding to statutory or government-wide admin-
istrative developments. We plan to furnish the alertness, but the decision-
making process whether to adopt or non-adopt is beyond our purview. It is
still a long drawn-out process resulting in lengthy delays in publishing
Regulations changes.
3. Major Special Studies.
Attrition: In an endeavor to identify and rectify personnel problem areas
in the Agency, the Staff undertook an intensive inquiry into personal needs,
as evidenced by the causes of personnel turnover. Two studies were issued --
4
Approved For Release 2000/08/16 : CIA-RDP80-01826R000200150013-4
-Militl
 grnnrT
Approved For R lease 200 . IA-RDP80-Q 826R000200150013-4
one, a comparative analysis of _ separations in FY 66-68 (among fiscal 25X9A2
years and among Directorates and major Career Services) and the second, a
detailed review of the multiple reasons given by terminees for leaving the
Agency. These Studies have contributed to our understanding of the impor-
tance of job and job-related reasons as the principal causes of employee
dissatisfaction and turnover, and the Studies offer significant clues as to
the types of corrective action that need to be taken. The Deputy Directors
were briefed on the findings in the first Study, and OP plans to submit to
them the findings and recommendations of the second Study as primary sources
for considering future personnel changes.
Project MEN: Following the personal recommendation of the Assistant
Deputy Director for Support and the Director of Personnel, PAD arranged an
Agency Headquarters Orientation Tour and luncheon on 11 February 1969 for
ten male students of the Bertie Backus Junior High School. The CIA was the
first governmental unit to sponsor a group under the Project MEN Program
(objective: To acquaint eighth grade Negro youths with a variety of occupa-
tional goals to which they might aspire) sponsored by the District of
Columbia Citizens for Better Public Education. In the governmental sector,
the Executive Director of the U. S. Civil Service Commission had strongly
recommended that each Agency support this program as a means of introducing
more Federal employees to volunteer services. Twenty-five Agency Negro male
employees in various career fields served as volunteer hosts and discussion
leaders during the course of the day-long program, and will follow up with
further career and personal guidance to these young people as desired.
Approved For Release 2000/08/16 ? IA-RDP80-01826R000200150013-4
 Approved For (lease 20
CIA-RDP80-j826R000200150013-4
Midcareer Study: An unpublished study of "What Happened to the First
450 Midcareerists" was drafted. While it was an exhaustive statistical
study of the mobility and progress of these Midcareerists, the findings were
inconclusive. It is planned, however, to explore several significant ideas
that did emerge from this study in terms of their impact on Agency professional
manpower problems. Areas will include planning for greater horizontal and
vertical mobility as a possible resolution to career "drift"; refinement of
a statistical approach -- the Career Review Index -- to enable management
to focus on senior careerists whose career progression may have reached a
plateau; the adequacy of competitive promotion or an alternate promotion
policy that would better enable the Agency to meet its manpower requirements
in the next decade; and the identifying of normal career expectations for
the various categories of our professional manpower.
Personnel Assignment and Reporting: The current personnel ceiling reporting
system cannot furnish sufficient information on the composition of our on-duty
strength relative to authorized position requirements. This proposal is
to assign to the employee an appropriate occupational code and title as a
qualification code so that clerical and professional strength can be distin-
guished in our reporting system and movement from clerical to professional
categories reviewed.
Office of Personnel History Project: C/PAD was assigned as the office of
Personnel Historical Officer on 1 November. Since that time plans for a
central narrative to tie together the various component histories and mono-
graphs were firmed up and the draft narrative completed covering the period
up to 1956. The majority of the individual division histories had been
completed in draft form by the end of 1968 but a number still require extensive
6
Approved For Release 2000/0811 RDP80-01826R000200150013-4
},
 Approved For V e ease 2000/9 'S". CIA-RDP80-Q.i826R000200150013-4
editing as well as substantive additions. Monographs on Fitness Reporting
in the CIA and on the Retirement Counseling Program, the latter prepared
by the Chief of that staff, were submitted to the ODDS for comment and
review. The program has become almost solely a PAD operation with one
staffer assigned full-time to the project since December of 1968.
4? Administrative
PAD finished the year at a low point in strength. There were four pro-
fessional employees on duty in addition to the Chief, one of whom was devoting
full time to the OP History project. Productivity was high since all were
senior people free temporarily of the necessity of training and guiding young
officers. However, the latter is recognized as a very important function of
PAD and we expect to add one or two middle and junior grade officers in due
course. Clerical strength remained at three.
7
Approved For Release 2000/08/16 : CIA-RDP80-01826R000200150013-4