ACTIVITIES OF THE SALARY AND WAGE DIVISION

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000300040016-2
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 3
• Document Creation Date: November 17, 2016
• Document Release Date: August 4, 2000
• Sequence Number: 16
• Content Type: REPORT

Approved For Release 2000/dP -FEU' 8 - 82'6R000300040016-2
ACTIVITIES OF THE SALARY AND WAGE DIVISION
1. PERTINENT REGULATORY ISSUES
25X1A a. - specifies the following:
The Director of Personnel shall: "Provide position evaluation,
wage administration and comprehensive position standards."
25X1A b. - specifies:
e (4) "The Director of Personnel is responsible for the preparation
of Career Service Grade Authorizations; for monitoring the
Agency's average grade; for the review and approval of
planning papers and staffing complements including revisions
or amendments thereto...; and for recommending to the Deputy
Director (Support) appropriate action on those adjustments
or changes described in paragraph(5) below."
(5) "The Deputy Director (Support) is responsible for the review
and approval of those planning papers which reflect signifi-
cant increases in average grade or which involve major
changes in the organizational structure or budget require-
ments of an Agency component."
a. Position Evaluation (Position Classification)
This activity involves the orderly grouping of positions by title,
occupational code, and level of responsibility and complexity. It
includes the following:
(1) Position audits,
(2) Preparation of position descriptions,
(3) Comparison with existing positions,
(4) Comparison with other Government positions and Civil Service
Commission standards, where appropriate,
(5) Conduct of surveys (headquarters and field) covering positions
in individual components or Agency-wide,
(6) Determination of grade, code and level,
(7) For supergrade positions, recommend action to Supergrade
Review Board.
Position audits, job descriptions and evaluations are made at
irregular intervals when requested. Surveys are scheduled by SWD.
Surveys conducted by SWD are showiin Tab A.
Approved For Release 2000/08/16 : CIA-RDP80-01826R000300040016-2
 Approved For Release 2000/08/'
0040016-2
b. Staffing Complement Changes
Employ evaluation techniques on requested changes and in making annual
planning paper reviews. Approve staffing complements where minor
organizational changes are made. In the case of significant changes
prepare memoranda for DD/S action. Point out any organizational,
ceiling, budgetary or position evaluation problems and amend proposals
as required. Staffing complement changes for 1961 are shown in Tab A.
c. Salary Administration
Make special salary studies and advise Director of Personnel on special
salary policies and schedules. Special studies are listed in Tab A.
d. Wage Administration
Adopt and/or establish the following wage schedules:
(1) Government Printing
(2) Inter-departmental Lithographic Wage Board
(3) Army-Air Force Wage Board
(4) Graphic Arts
This involves liaison with other Government wage administrators to
maintain current information, adoption of practices and procedures,
analysis of Agency jobs to establish appropriate wage rates. For
each of these wage schedules an increase is processed at least once
annually. GP may have five or six annually since each trade is
processed separately. For Wage Board a separate change is required
for each locality where the Agency has wage positions. Schedules
for three localities are maintained.
e. Position Standards and Occupational Structure
(1) Prepare position standards which are used as guidelines for
specific occupational groups or series. Coordinate with
interested operating officials and issue. Not very active
at present.
(2) Preparation and maintenance of Occupational Handbook of
Position Titles and Codes. Maintenance involves the establish-
ment of new titles and codes averagsgone a month.
FOIAb3b1 f. MPay Schedules
FOIAb3b1
Approved For Release 2000/08/16 1 16-2
 Approved For Release 2000/08/INWRMW. 826R000300040016-2
Review position upgrading requests to determine effect on average
grade, endeavoring to effect a corresponding decrease where practicable.
If request involves a minorfYactional percentage increase for which it
is impracticable to compensate we make the upgrading and adjust the
authorized average grade. For larger increases proposed actions are
forwarded to the DD/S with Office of Personnel recommendations.
Average grade is checked each time a staffing complement change request
is received.
The Division has maintained records on the average grade of each career
service. In the near future these records will be eliminated since a
monthly report will be produced by the computer.
This is a compilation of existing positions of a Career Service with
appropriate deductions and allowances. These are currently being pre-
pared by the division and will be issued quarterly. It is expected
that some time in the future the computer will take over this work.
This division does not monitor compliance with the CSGA.
Maintenance of the supergrade evaluation plan including an annual
review of all supergrade positions. Maintenance of ceiling and on-duty
listings and statistics for the Director of Personnel.
Approved For Release 2000MVININIT 016-2