PROMOTION

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000600100003-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 6
• Document Creation Date: November 17, 2016
• Document Release Date: August 11, 2000
• Sequence Number: 3
• Publication Date: April 22, 1954
• Content Type: REGULATION

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REGULATION
Rescissions: (1) CIA Regulation
(2) CIA Regulation
CEN1"a
1. General 5. Requirements
2, Policy 6. Procedure
3. Definitions 7, Exceptions
4. Responsibilities
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1. GINER&L
This Regulation states policies and procedures applicable to the promotion
of employees (staff employees and staff agents) up to and including grade
GS-15, It does not apply to promotions involving grades GS-16, 17 or 18,
or to the promotion of employees compensated in accordance with Wage Board,
CPC, or Negotiated Wage Schedules,
2, POLICY
The promotion of Agency employees will be based on consideration of their
qualifications and demonstrated abilities in relation to Agency needs.
Every effort will be made to fill newly created or vacant positions by
the promotion or reassignment of qualified Agency employees before external
recruitment is undertaken.
a, Employees who have completed the minimum Agency experience requirements
specified herein, will enter the zone of consideration for promotion and
be considered for promotion at least once each year thereafter.
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REGULATION
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PERSONNEL
ba Prcmotions will be limited to one grade except where double-grade
stages have been established as the normal progression within the
grade range GS=S through GS.]1,
30 DEY.tNITIC1
"Heads of Career Services" as used herein refers to those officials who
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4. RESPONSIBILITIES
ao SUPERVISORS
Supervisors at all levels are responsible for considering the pro-
motions of employees under their jurisdiction and for making recom-
mendations to heads of Career Services, through normal command
channels, concerning the promotion of such employees, according to
the provisions of this Regulationo
b? HEADS OF CAREER SERVICES
(1) Heads of Career Services are authorized to either recommend
promotions to the Assistant Director for Personnel or to
disapprove such recommendations and return them to the initiating
activity. When disapproved, however, a eoay of the proposed pro-
motion action will be forwarded to the Assistant Director for
Personnel for his information and retention in the official
file of the individual? Appeals from unfavorable action by the
heads of Career Services may be made by the chief of the initiating
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R GULATION 25X1 A
PERSONNEL
activity to the Senior Career Service Board of the component
concerned (DD/I, DD/A, DD/P) or where no such Board exists,
to the Assistant Director for Personnel.
(2) The head of each Career Service or his duly appointed designee
is responsible for insuring, in coordination with supervisors,
that all employees of that Career Service are considered for
promotion in accordance with the provisions of this Regulation,
(3) The fact that a promotion action is recommended constitutes
a certification by the head of the Career Service involved
that the individual is considered to be the best qualified
of those within the zone of consideration.
c, THE ASSISTANT ULRECTCt FOR PERSONNEL
The Assistant Director for Personnel is responsible fort
(1)
(2)
(3)
Insuring compliance with this Regulation by continuous evaluation
of the Agency's promotion program,
Assisting officials at all levels in carrying out their responsi-
bilities in accordance with this Regulation,
Reviewing all promotion requests and finally approving those
promotion actions which conform to the provisions of this Regulation,
m3=
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(I4) Recording and disseminating the qualification requirements of
all. Agency positions to be used as the basis for reviewing
promotion requests.
5. PR IC1IO REQUIRR Ts
a. AGENCY EXPERIENCE REQUI EN?rS
An aaployee will enter the zone of consideration for promotion when
he has served in ht.s current grade for the appropriate period as
indicated below.
Current Grade Months of CIA Experience
.GS-l through 6
6
GSa.7 through 11
12
GS-12 and 13
18
GS-1i4
24
The Office of Personnel will furnish the head of each Career Service
a monthly listing of all members of the Career Service who have
entered the axone of consideration.
bo EXISTENCE OF* A SUITI POSITIOM
Formal action requesting the Assistant Director for Personnel to
promote an employee will be initiated only when a position of higher
grade is available through:
The existence of a vacancy in an established T/O position,
The establishment of a new T/O position,
The reclassification of the emoloyee's current position in
recognition of an increase in his duties and responsibilities.
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c, Ct1ALIFICATI071S Fir " a sTRkr 1) MLLLI'.I
An employee mast be Bally qualified to perform the duties of the posi-
tion to which his promotion Is recoasmrended,, Promotions will be based
on the employees qualificitions or demonstrated ability to perform
work of a higher grade. When an employee is being considered for
promotion to a position covered by a position standard published in
25X1 A Handboo the qualification requirements contained therein
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will be used as a basis for evaluating his qualifications,
6. PROCET.U RES
Promotion recommendations will be prepared on Standard Form 52, "Request
for Personnel Action",, in accordance with the instructions in Handbook
7, EXCEPTIONS
Any exceptions to the policies,, requirements or procedures in this Regulation
will be requested of the "ssistant Director for Personnel in a memorandum of
justification attached to Standard Form 52. If the exception involves
promotion to grades GS-14 or 15,, the Standard Form 52 and the attached memo-
randum will be routed to the Assistant Director for Personnel through the
appropriate Deputy Director,,, his designee or his Senior Career Service Board,
for his indoraenent? The Assistant Director for Personnel will finally
approve or disapprove recommendations for exception9 subject to the review
only by the Director of Central Intelligenceo Exceptions will be made only
when it is clearly established thnte
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axperi ice prior to his an try on qty; or
Such exception is n :cuss: ry to rocogni ;e an i utilize an enapioyse @ s
outn dthg; nbiliity,
a An a tplu e3 w is initially enployed at & ;gra.de below th tt for which he
was qualified- or
b,, An indiv;dua is piper t alif"i.ed for prc.-iation based partly on his
Ss('R1.
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