PERSONNEL OFFICER TRAINING COURSE 1ST EXAMINATION

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R001000120001-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 17
• Document Creation Date: November 17, 2016
• Document Release Date: June 30, 2000
• Sequence Number: 1
• Publication Date: March 20, 1959
• Content Type: MISC

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;LPt. Examination
20 r~tax?c I"59.
Name
(Do not write lour n .ua on any of the other pages.)
206
True- False
20
hultiple Choico
58
Short Answer
68
Discussion. (3 questions)
60
too ~Vo+rt2t' - / ?V
oita Coop S Mt TV" _
MA ILA rAOOt r cuss C
lY:T sm REV 4 "Tut NR 144
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F'f$1 II U CF :(C RA ?;.8 1:Y iF" E E
&LOJIX. , ist x,3 , asp 9 The examination will take at 'd mast an hour to
e TIete but my take most of the allotted time for some of you.
` heu~fore,, vox-k- rapidly, especially on the first :ins, If you find
myself spending too much time on an item move on to the next one and
eme back to the difficult item when you have finished the rest of the
exa The toot is set up so that you xxyro fr, itm- s with a simple
fort to discussion questionso In view of this ' ,P".re to leave am5 c
ti ; for the end of the exan, BE SURE TO READ A: 17TSTMCTIi FOR M.
VARIOUS PARTS OF WE TAT Cft < YO THE V I'C '; iT1 OF T ITEM TN T h-F
TOTAL SCORE IS MIN ' PARENT fESES A7M Z T ; ` ". JC` iO i s
ia t f o "'
alse
s8 Read each atntent;arelxllyo If
the stat?oaricn t, e.s written, is essentially true, p3ace a plus mark (+)
5 the blank space in front of the statemento If the statement is
essentially false, place a zero (0) In the blank space in front of
the stvte t, If you do not know the answer, guess* 'Your first
response to items of this type is often the best,
fXt v s we varth om point eachp }
The appointing power.under than Constitution is the
basis of personnel adninistrati -i in Federal Serdoe0
008-A Under the provisions of the CIA Act of 1949 (F,L,
110 Slat Congress), prior to to tion of the
employment of an individual the Director of CIA
must obtain the approval of the Civil Service,
Commission.
009-a Under the National Security Act of 1947 the Director
of Security, CIA is responsible for protecting
intelligence sues and methods from unauthorized
disclosure.
The Comptroller General has ruled that CIA *s
extraordinary authority granted in the CIA Act of
1949 does not permit the disreg -d of any control
with respect to normal administrative or operating
probllemso
012-a The Agency is re d by law to publish amw*lly the
nag s, titles and salaries of its ployees who are
paid with wi red funds
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O26
mo mel action the rzonnel Officer need only cal, the
Assesamnt and Evaluation Staff in the Office of Training
and arrange for an appoi, t,
037-a A fI ent error in considering an individual for personnel
action is to overlook the characteristics of the job
situatio nc,
03" -
037-wa
The Heads of the Agencys Career Senric as have responsibility
for the utillciation and e .uation of perscnnel assigned to
their timer Services but do not have responsibility f'or the
adv nt of these people? Such responsibility lies with
the Director of Personnel*
Personnel Officers., srver asst d in the Agency, must
p .rticip to with the Dir-actor. of Dersorx el in supporting
the various C r Services in -the Agency end in pa iding
the c n services utiich are the responsibility of the
Office of rss.ei0
To obtain infor. tion (if a'milable) te the psychological
characteristics of an indiv di a1 under consideration for
A TDY tral r overseas nay have an injury or illness that.
f1s under both the perf'orace of duty and line of duty
ccauceotsQ
dica].benefit payments to dependants overseas are paid fry
e~t;~ id 3 tai i ds~
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093-a _._.~~. Personnel management is a highly technical field: and many
practices are clearly spelled out in regulations, It
therefore should not be affected by the working relationship
t hich ? xists b-it n an .. Om 'r tim, (W N csi *Z. anc1 hi.s Personnel
Cf.cer s
.~.-.. .?.. When cz estionm - of or9gani ;ion arise., before saMing
in cor~su_ttation with the Haiia.gerent Staff the Personnel
Gffiaar qhould submit a tort,,,. n taamit tor it change
Co iof the values of Management Staff is the Impartial
cbJcctive review which they can give.
Selection-Out should be in every supervisors mind as a potential
administrative tool.
The key to DD? Personnel Administration is flexibility,
300-4 P]anoiag as to the
a
l
pMr
oUMRW,
, 4FUM-58 M
neossaw for each
organisatdao to aooongrlish its alssiaa can but be done an a
ant 3sed Apsup-.4rids basis.
Peraon~el stat3.tioal isrioatmat3on snch as attaritdron lig ies, ap
dittrrlbalriooss prouot3,oo later Ia used for pemanii g
any tcor the re]stivs]y short period of tams the .tat~istics are
ouUVent.
CCU r rent erfftft t?~provi ds an improved Apngyy R.tireosnt .
1- .& tai -.iua _ +J1. DAYS wO @+-7- 11~1J ~_____J
-
A,IW&-U%M&LMF& wav ms s woe w.sl Agog r expex'LNSa rook ding
werssas ass3gmmsats.
The Age pe ,regulatoz7 0vtom is being revised is order
'fit polar , athoritisa, raponsibilitia, and procedures on arch
Perecanel prcgraa osu be combined In a singles ocarp~ebsnedn
regulatdm,
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n t t s o PJ' t:inlhoices For each of the following items there
are se" ternative answers? Only one of these alternatives is correct.
Iaeate the one answer you think best fits the question or statement by
marking an c the letter that precedes your choice.
(Itoms are worth tw o points each.
0O7d8 CIA is established enders
so De t of Defense
b4s The National Security council
co National Security Rsou s Board
do USIB
es The Research and D t Board
003-a Which of the ronowing does not constitute an item of legislation
designed in p" to lriplwwnt personnel administratim in the Federal
Service?
ao The Civil Service At of 1883
bo The Civil Service Retirement Act of 1920
cm Eap toyeea a Personnel Administration Act of 1947
do The Budget and Accounting Act of 1921
001 The legal framework of Fedoral personnel administration consists of a
body of statutes, executive orders, and court and administrative
decisions which have gr+on out oft
a@ The Civll. Service Act of 1883
be Specific Public Needs and In"terests
Q. Special Cowlssions such as the Hoover Cmdesion
d. There is no legal, work for personnel administration within
CIA inc sthe DCI does not have to obtain the approval of the
Civil Service Commission on personnel actions,
023.4 In recent years we have witnessed the emergence and adoption of the
concept of personnel administration bye
ao Director of Personnel
be Career Service
co Decentralized control in the Staffs and Branches
do A variety of caaeuittees, special and pe nt boards and special
assistants,
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053-a In overseas death caws, which of the foUong documents beds the
Casualty Affairs Branch's principal source of information for in>mediate
contact with next of kin?
a,
be
co
d,
Aarscrnal History Statement, with current supplements
Residency and dependency report
Security file
Travel orders
042-a
The best Job opportunities in non-government exist for employees
leaving the Agency whoa
as
b,
do
Are seeking positions as corporation executives
Prefer to remain in the D,C, area
Have Mokc degrees and are interested in university teaching
Desire overseas eta
041-
Agency employees who have steed overseas and arm seeking other
employment should clear through Cover Division and Security Office
in order tot
a,
be
c,
do
for forwarding of personal mail
Insure that cover stories and job atatemnts are adequately
b d and non-sensitive
eSwa P.stories on their overseas experiences
Insure that they will get full rat nt credit for their
overseas service
03 The employees is notified that he is an Out-Placement. candidate by=
a? Special Assistant to D/rsonnel
b, Director of Personnel
a, Head of his Career Service
d, Chief, Personnel Operations Division
ea His I mediate supervisor
030a The major purpose of Out-Placement is tot
a, Assist all interested Agency emp oyeee in relo"ting it they so
desire
be Assist only re ed Agency aurp3 personnel in relocating
co Assist employees who hares been poor performers in relocating
do 35i" 8urPla Q :plc, Mrd ~.za1.,+. oSarasc.aw ;,~....--.~1 6i14C.
_. ~+,V R,.. amts Y'_., par awial. career
~ ~ v' i .bst
service limitations to seek emplaymnt elsewhesxe,
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O51-a M'r? X was single when first covered by the Federal Einployuest Group
Life Insurance. At the ti n,* he completed a forum designating his
mother as beneficiary-, When he dies years later, he is survived by a
FBI? chll dron; and his mother" Who will receive payment of his
Ilia wife on the basis that the statutory order of precedence
autmaticall,y adjusts to changes in a personts marital status.
be His mother since her designation as beneficiary was never
chanteUed
c e His children,, equally
do His estate, since the legal recipient is in issue,
050"a Which one of the following would not result in an award of Federal.
Employees Com pensation Act benefits?
25X1A6a
a. Staff Employee on WY in -is hurt in an automobile crash
while on the may to an rational art e
25X1A6a be Staff Employee, PCS is shot by a terrorist while 25X1A6a
the employee is in a restaurant on Sunday
Co Contract employee is injured while moving equipment at the direction
and under the supervision of the Stations maintence officer
25X1 A6a de Staff lbapioyee, PCS his hospitalized for a broken leg sustained
while skiing and on annual leave*
25X1A6a
048-0 Mra, X, Staff 1nployee, is PCS He has a wife and a
child. He has CEHA hospita1i a one PC. Is osp tali.zed for an
appendeatoW, total expense- $35; his wife is hospitalized for maternity,
total expenses -M $45; his child is hospitalized for pneumonia, total
expense- $55. Which of the following reflects the pier in which these
claims will be settled?
d. All claims are paid by
co Mr. Xts clAdm is paid under the 5(a)(5)(C) program, his wifets claim
is paid by'G HA, and his ehiildts ela m is paid under the dependant
medical program in the amount of $20 and by GEHA in the amount of $35.
25X1 C4a
be Mr. X 'Ps claim is paid by the Agency under the 5(a)(5)(C) program
and his dependantst claims are paid by GgHA
a w All claims axe submitted to and paid by the
6a
049-a Mr, Y is a staff agent, PCS _ His dependant wife contracts tuberculosis, the incidence of which is known to be considerably higher in
25X1 A6a _ than in the United States. Mrs. Y never had tuberculosis before
25X1 A6a her, arrival in Which one of the following statements does not
se
25X1A6a
in this ca
ae Excepting for the first 035 of expense, Mrs., Y will receive full
hospital care at Agency expense with no limitation on the number of
days of hospitalization,
be Mrs* Y will receive disabi1 ityr compensation since tuberculosis is a
hazard of them environment.
ce If necessary, Mrs. Y will be evacuated to the nearest suitable
hospital at Agency expense.
de Mrs, Y is eligible for the benefits of the Agencyts overseas
dependant hospitalization programe
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074.-a Which of the following procedural rights or guarantees is not granted
to an individual nominated for Selection Out?
ao Personal hearing
be Right to name witnesses to appear in his behalf
co Written notification of the AgencyVs intent
de At least a thirty-day notice period between the date of notification
that he is to be terminated and the effective date of separation
eo Right to outside legal counsel.
073-a
The central point for review of all Selection Out cases is:
ao
bo
co
do
The Special Assistant to the Director of Personnel
An nploymerit Review Board
An Advisory Committee created by the Director of Personnel
An Agency Selection Board
072-a
When proposed by the Head of an individualts Career Service, the
action contemplated by Selection Out is best described by which of the
following:
be
Co
do
Termination of Agency Staff. employment
Reassignment (with or without down-grading) to, another Agency component
Removal of the individual from the Office or Career Service to which he
is currently assigned, with further action depending on the results of
the Selection Out review
Out-Placement tDanother Federal Department or Agency
071-a
Responsibility for advising an individual that he has been nominated for
Selection Out,.aad the reasons for this action, normally rests with which
of the following?
ao
ba
co
do
e,
Director of Personnel
Special Assistant to the Director of Personnel
Personnel Operations Division, OP
Head of the individualts Career Service
Office or Area Division, Personnel Officer
070ma
Under the'Selection Out policy paper approved in February 1958 by the
DCI, responsibility for the identification of candidates for selection
out rests with the:
ac Director of Personnel
bo Deputry Directors-and Heads of Career Services
co Inspector General
do First-line Supervisors
eo Inspection and Review Staff
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075.a The Career Service Ceiling i.s:
The maximm authorized number of personnel for a Career Service
consisting of staff employees, staff agents, Mary personnel
detailed from other Gov3rnment agencies, and Agency civilian
personnel detailed to other agencies or in external training statuses
The ceiling for General Schedule personnel for. each Career Service
authorized at each General Schedule grade level for a fiscal ye are
c. The listing of positions of various types, levels, and Career
Service designations required to meet the workload of a component,
d. The total of the Staffing C nt and the Development Compleement,
076-a The following employees are not counted against Career Service Ceiling:
a, Now employees whose initial orientation and training will exceed
30 calendar days from their EOD Dateo
b, Casuals
c, Individuals in .ill-time training for continuous periods exceeding.
30 days.
Individuals who cannot be assigned to a Staffing Complement pending
approvals, such as medical, security and 25X1 C4a
Individuals placed on leave without pay, y o c personnel action,
for a period in excess of 30 days.
Individuals formally detailed outside the Agency for periods in excess
of 30 days
077.a The Planning Paper is:
a. A document reflectieig the structure of a component and the number
and distribution by occupational title, grade, and service designations
of positions estiaated to be required during the coming year to meet
the workload,
An estimate of staff personnel requirements of each Career'Service for
the caning fiscal year,
An estimate including staffing complement employees end.develo rent
complement employees necessary to carry out the functions of a
caanponent,
des An estimate based on the maxim= number of people necessary to fulfill
work requirements consistent with good management,
0788a The Career Service Staffing Authorization is designed to;
a. Provide adequate headroom for employees, permitting maximum promotions,
Ao" and thereby encourage employees to make a career in the Agency.
b. Limit promotions to those legitimately required to fill vacancies
resulting from transfer and attrition.,
c. Limit the rotation of employees between Career Services to those
required for development or training purposes.
des Encourage good personnel planning by each Career Service Head and
improve the competitive promotion system by planning the number of
promotions at each level for a full year.
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079-a The Career Service Staffing Authorization iss
a. The MRximum number of authorized personnel for a Career Service,
consisting of staff employees, staff agents, military personnel
detailed from other Government agencies, and Agency civilian
personnel detailed to other agencies or in external training
status.
b. The total number of personnel at each grade level assigned to a
Career Service for a fiscal year.
c. The total number of employees occupying limited and flexible
positions in the staffing complement and all employees in a
development complement status for a Career Services
d. The ceiling for General Schedule personnel for each Career Service
authorized at each General Schedule grade level for a fiscal year,
081-a
The Staffing Complement iss
ae
co
The listing of positions of various types, levels, and Career
Service designations required to most the workload of a component.
An estimate of staff personnel requirements of each ccmponewt for
the coming fiscal year.
The Career Service listing of positions required to carry out all
functions of the Carer Service for the fiscal year.
082-a
The Staffing Complement includes*
All positions of a Career Service required to carry out workload
requirements wherever located.
bo All limited and flexible positions required to meet the workload
of a component,
ce All staff positions in a component included within the component*s
Career Service, excluding those of other Career Services.
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154
The final selection of all Military Personnel detailed to the Agency
is the responsibility of:
ao
b,
co
d.
The Military Personnel Division
The unit Personnel Officer
The Chief of support of each unit
The operating official
153-a
Military Personnel are requisitioned;
a.
bo
as
do
From one service at a time
From all services at the same time for each requisition
Through civilian channels
Only from the Army
152-a
The mission of the Military Personnel Division is:
a. To assist all civilian supervisors in preparing their efficiency
reports on Military Personnel in conjunction with prescribed
military standards
bo The procurement, general utilization and administration of a1-l
military personnel detailed to the Agency
co To monitor overseas tours of all Agency personnel under official
cover
do To supervise all operations that utilize military personnel
156-a Military Personnel detailed to the Agency are flare fora
aw Two years
b. Three years
co Four years =s
do An unspecified tour to be terminated at the Agen discretion
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jnstructions Ito rort An to s 8 The following items ask you to -write a
brief answer for each question. The answer my require a word, a phrase or
a sentences It will not require any more than a very short paragraph at the
mosta
(Items are worth four points each.)
005-a What legislation established a comprehensive system of job evaluation
for the first time in the Federal Government and provided a valid
basis for giving equal pay for equal work?
025-a List briefly some of the activities the Director of Personnel
engages in to ensure that the Agency's personnel assets are
utilized to the fullest degree possible.
032aa Discuss briefly some of the considerations involved in preparing
a pet'Scn for Intensive assessment by the Pte, Staff0
6
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045-a The DCI N mor=dum, dated 17 February 1958 was the policy basis
setting in motion a Selection..0ut Program designed to accomplish
a number of major objectives. State two of these objectives
briefly.
052-a Define the "Performance of Duty" standard of the Federal Employees*
Compensation Act.
055-a
How much survivor annuity will the widow or widower of an annuitant
receive if the annuitant elected to have all of the annuity reduced
for survivorship?
054-a An employee is eligible for optimal retirement upon meeting one of
three minimum combinations of age and service. These area
ao Ag __with years of service
be Age th_.__years of service
co Between agessd .withears of service, but an a
reduced annuity.
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056. What is the general forru3.s for obtaining the basic annuity?
034."a Define the three levels of assessment undertaken by the ME Staff o
r, . E3taff be a?.::ited?
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203 Give at least three of the five categories of lnvolnntary Separations
092?a The Operating Official relisa an his Personnel Officer to advise him
on matters conoerning a highly complicated and technical field. He is
expsoted to ImoW the answers or be prepared to got them quickly.
It follows that certain aspects of personnel n n .gement are clearly
assignable to the Personnel Officer, What are same of these areas?
096-a What is the diatinguiahing aspect of the current JO? training program
as opposed to previous programs?
O911a Personns1 Ma iagemnt is ca function of the executive. However, the
breadth of his duties requires that he delegate many aspects of
personnel management. The Operating Official will, of necessity,
reserve to h elf certain areas of activity, and make decisions
concerning them. What are these areas of activity?
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3%-a That are the two basic Moos of the Vanagment Staff2
305-a List same of the symptom of mal-orgazdautione
30" List awe of the considerations revie led by Matoagement whgn it
studies an organization.
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Instructions for Di sa ussi Questionsg The following questions are
designed to allow y(yu to this about a larger or more complex body of
information, These questions generally deal with personnel prograems,
policies or probl ,. In answering the questions you will, do better
to maintain a broad perspective than to focus on any specifics within
the area under diacu ssicn, TOU ARE B UIRED TO ANSI t ALL THREE
QUESTION. (The va3uo is ,given. after each item)
030-& Describe in a brief paragraph or two what you consider to be
the major objectives of the Agency's Personnel Program, (to points)
151 Your Division Chief wants his Branch Chiefs briefed concerning the
support they can expect to get from you as a Personnel Officer.
Outline your presentation to the Branch Chiefs indicating briefly
the topics you wo~.ald corer, Include in your outline an indication
of how other Agency dents support you and now indication
of areas of responsibility and interrelationships as they bear
on these probl mss (20 points)
QU4,a
Perasonnel mt gemt t in the Federal Government has rarely remained
static,, Outline saw of the bodies and organizations outside the
Agency which exert a continuing influence on personnel management
and indicate in ymr outline how this influence is brought to bear, (40t?'N 1
Clearly label your airs with the mmabers to the left of the questions,
S-E-C-RAT
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