Staff Study -- Promotion of Career Employees

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000500100006-4
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 2
• Document Creation Date: December 9, 2016
• Document Release Date: March 30, 1998
• Sequence Number: 6
• Publication Date: October 7, 1953
• Content Type: MF

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25X1A
25X1A
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becumty Ixaormation
October 1953
IVIORANDUI1 FOR: Acting Deputy Director (Adminietraeton)
SUBJECT : Staff Stud, ?ramotion of Cnreer Epioyees
?ROL:UM To establish eniform Agency-wide review procedures and
time-in-grade controls governing the promotioz of career emp/oyeeso
2. ASSIEPTION Divergent standards and practf,.cez for the promotion of
career employees in various parts of the Agency are, inconsistert
with the development of an Agency-wide career service,'
3. FACTSa
?
a. Agency -Notice dated 19 Septembae 1951 provides that
promotion requests, as well as certain otter requests for
personnel action, are subject to review by the head of the
component having responsibility. for an individualls career
planning, as evidenced by his Career Designation,: It also
states that ITheoe requeets should ordineelly be presented by
the component, hen., or hie designee, to the component Career
Service Board for its review and reemeneletiono"
b. Divergent practices have developed in connection with the
review of promotion recormendations ireeleious parts of the
Agency (see Tab
co Different tine-in-grade standards have been adopted to control
the rate of advaaement of career employees in various parts
of the Agency (sec Tab B).
4c DIscussimg
ac: The divergent requirements noted in peeagraph 3b above developed
in the absence of regulatory requireeente zaverning the review
of promotion recoemendations by careei comoonents. The nubli-
cation of Notice1111111114exeld bring about greater uni4fermity
in this regard,
b. The fact that most of the Agency *s eareer components have
adopted some'sca2e of time-in-grade reqeirements indicates a
general acceptence of the need for Ellea eentrelso The afferent
scales which hare been adopted seem to bs the result of inde-
: pendent approaches to the problem rather than a reflection of
real differences fel essential time-inegeade requiramente.
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Approved FortRelea 01/07/12 CIA-
AritiO
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InfornatiOn
Althouch tine-in-grade requirements have been standardi7od
within DD/Ps, this has not been accomplished within DIVI,t,
within DD/As or among the five major corrpononts of the Lzency4.
The est,%blishnent of an A.L;oncy-wido scale would standardize
practices without sorious modification of t,,ho various scales
currently in use.
Once ./.,:;eney-wido tine-in-:rade requirements have boon estab-
lished the ratc-- (1' adNanceriont of carper personnel could be
nniforialz, by ro.!.s.1.1.1L: or lowerinc them to moot changes
Lency recur: leilit5,0 In order to provide an oiTective
control,, the tilT-Inr.rado scale should reflect trinimum
requirments whic %load be waived only on strong Justin, NItion
of individual ,rseso
C01.1CLUrl,)ii: The estblishment o:,? Agency minixaura time-in-grade
requirements would ~73-.ntributo to uniformitY of promotion practices
throughou't the Agen3. and would .)orrat Agency-wide control of the
rate of advancamont )1' career ein)loyeoso
F1,X0.1!'71,17x,',f1T: It 3..s recatzynded that the attached proposed
Regulation Le approv?,d0
. Attachments:
10 Tab 4 - Extent of Participation by
Career Service Boards in
ti o review of :Promotion
RecoMmendations
Ti. in-de Criteria
Currently noing Lpplioe.in
the Iloview of Promotion
Recerriondations in Var..i.ots
Components of the Aconcy
Proposed Beoflittion 2ramotion (Timo-in,- rade)
18/
GEORGE z. ri3LOM
Personnel Director
Approved For Release 2001/07/12 : CIA-RDP80-01826R000500100006-4