PERSONNEL OFFICER TRAINING COURSE FIRST EXAMINATION

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R001000120004-8
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 14
• Document Creation Date: November 17, 2016
• Document Release Date: June 30, 2000
• Sequence Number: 4
• Publication Date: June 19, 1959
• Content Type: MISC

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PERSONNEL OFFICER TRAINING COURSE
First Examination
19 Ju? 1959
True-False
Multiple Choice
Short Answer
Discussion (3 Questions)
Total. its
15
44
60
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CONFIDENTIAL
PERSONNEL OFFICER TRAINING COURSE
General Instructions: The examination will take most of the two hours
to complete. Therefore, work rapidly, especially on the first items.
If you find yourself spending too much time on an item, move on to the
next one and come back to the difficult item when you have finished the
rest of the exam. The test is set up so that you move from items with
a simple format to discussion questions. In view of this, be sure to
leave ample time for the end of the exam. BE SURE TO READ ALL INSTRUC-
TIONS FOR THE VARIOUS PARTS OF THE TEST CAREFULLY. THE WEIGHTING OF
THE ITEMS IN THE TOTAL SCORE IS GIVEN IN PARENTHESES AFTER THE
INSTRUCTIONS.
Instructions for True-False Item: Read each statement carefully. If
the statement, as written, is essentially true, place a plus mark (+)
in the blank space in front of the statement. If the statement is
essentially false, place a zero (0) in the blank space in front of the
statement. If you do not know the answer, guess. Your first response
to items of this type is often the beat.
(Items are worth one point each.)
The appointing power under the Constitution is the
basis of personnel administration in Federal Service.
Under the provisions of the CIA Act of 1949 (P. L.
110 - slat Congress), prior to termination 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 pro-
tecting intelligence sources and methods from
unauthorized disclosure.
The Comptroller General has ruled that CIA*s extra-
ordinary authority granted in the CIA Act of 1949
does not permit the disregard of ate control with
respect to normal administrative or operating
problem.
The Agency is required by law to publish annually
the names, titles, and salaries of its employees
who are paid with vouchered funds.
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019-a Thos select d fo mernbeahip in he C or Staff
d i
are
gna as a loge member-
ship i to o S f a Staff Agents.
029-a Personnel Officers, wherever assigned in the Agency,
must participate with the Director of Personnel in
supporting the various Career Services in the Agency
and in providing the common services which are-the
responsibility of the Office of Personnel.
057-a A TDY traveller overseas may have an injury or
illness that falls under both the performance of
duty and line of duty concepts.
089-a Medical benefit payments to dependents overseas are
paid from confidential funds.
093-a Personnel management is a highly technical field
and many practices are clearly spelled out in regu-
lations. It, therefore, should not be affected by
the working relationship which exists between an
Operating Official and his Personnel Officer.
ammomm
148-a When questions of organization arise, before engaging
in consultation with the Management Staff, the
Personnel Officer should submit a formal request for
a change.
209-a ISelection-Out should be in every supervisor's mind
as a potential administrative tool.
300-a
as t _theersonnel reirsments necessary
ish its mission can
geney-wide basis.
301-a Personnel statistical information ,such as attrition
figure age dstribu ons, promo on rates, is
short peiod `f thta"cs are current.---
401-a When an o
r wi
kof
the Agen
followir arrie
obtain pe esion
h
be accepts
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Instructions for I tiple-Choice Imo.: For each of the following items
there are several alternative answers. Only one of these alternatives
is correct. Indicate the one answer you think beat fits the question or
statement by marking an "X" through the letter that precedes your choice.
(Items are worth two points each.)
001-a The legal framework of Federal personnel administration consists
of a body of statutes, executive orders, and court and adminis-
trative decisions which have grown out -of:
a. The Civil Service Act of 1883
;fib. Specific public needs and interests
c. Special commissions such as the Hoover Commission
d. There is no legal framework for personnel administration
within CIA since the DCI does not have to obtain the
approval of the Civil Service Commission on personnel actions.
003-a Which of the following does not constitute an item of legislation
designed in part to implement personnel administration in the
Federal Service?
a. The Civil Service Act of 1883
b. The Civil Service Retirement Act of 1920
Employees' Personnel Administration Act of 1947
d. The Budget and Accounting Act of 1921
023-a In recent years we have witnesses tote emergence and adoption of
the concept of personnel administration by:
a. Director of Personnel
Career Service
c. Decentralized control in the Staffs and Branches
d. A variety of committees, special and permanent boards,
and special assistants.
038-a The major purpose of Out-Placement is to:
a.. Assist all interested Agency employees in relocating if they
so desire
b. Assist only recommended Agency surplus personnel in relocating
c. Assist employees who have been-poor performers in relocating
Assist surplus employees and personnel who have personal career
service limitations to seek employment elsewhere.
s_
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039-a
The employee is notified that he is an Out-Placement candidate by:
a.
b.
d.
e.
Special Assistant to D/Personnel
Director of Personnel
Head of his Career Service
Chief, Personnel Operations Division
His immediate supervisor
(43-a
The maxirrwm length of time allowed for out-placing an employee is:
a. One week
b. One month
c. Indefinite
, Pd. Determined Jointly by the Head of the Career Service and the
Director of Personnel
6a
049-a Mr. Y is a staff agent, PCS His dependent wife contracts
tuberculosis, the incidence of which is known to be considerably
25X1 A6a higher in _ than in the United States. Mrs. Y never had
25X1 A6a tuberculosis before her arrival in Which one of the
following statements does not apply this case?
a. Excepting for the first $35 of expense, Mrs. Y will receive
full hospital care at Agency expense with no limitation on
the number of days of hospitalization.
. Mrs. Y will receive disability compensation since tubercu-
25X1A6a losis is a hazard of the ~ environment.
c. If necessary, Mrs. Y will be evacuated to the nearest suitable
hospital at Agency expense.
d. Mrs. Y is eligible for the benefits of the Agency's overseas
dependent hospitalization program.
050-a Which one of the following would not result in an award of Federal
Employees Compensation Act benefits?
25X1 C4a
a.
25X1A6a
b.
c.
Staff Fnployee on TDY in-is hurt in an automobile crash
while on the way to an operational meeting.
Staff B ployee, PCS - is shot by a terrorist while 25X1 A6a
the employee is in a restaurant on Sunday.
Contract employee is injured while moving equipment at the
direction and under the supervision of the Stationts maintenance
officer.
25X1 A6a ,d. Stiff Fmployee, PCS - is hospitalized for a broken leg
sustained while skiing and on annual leave.
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051-a Mr. X was single when first covered by the Federal EWloyeee'
Group Life Insurance. At the time, he completed a form desig-
nating his mother as beneficiary. When he dies years later, he
is survived by a wife, 2 children, and his mother. Who will
receive payment of his FEGLI?
a. His wife on the basis that the statutory order of precedence
automatically adjusts to changes in a person's marital status.
His mother, since her designation as beneficiary was never
cancelled.
c. His children, equally
d. His estate, since the legal recipient is in issue
053-a In overseas death cases, which of the following documents becomes
the Casualty Affairs Branch's principal source of information for
immediate contact with next of kin?
a. Personal History statement. with current supplements
fib. Residency and dependency report
o. Security file
d. Travel orders
071-a Responsibility for advising an individual that he has been nomi-
nated for Selection out, and the reasons for this action, normally
rests with which of the following?
a. Director of Personnel
b. Special Assistant to the Director of Personnel
c. Personnel Operations Division, OP
d. Head of the individual's Qareer Service
e. Office or Area Division Personnel Officer
(72-a When proposed by the Head of an individual's Career Service, the
action contemplated by Selection Out is best described by which
of the following:
a. Termination of Agency Staff employment
b. Reassignment (with or without downgrading) to another Agency
component
Removal of the individual from the Office or Career Service
to which he is currently assigned, with further action depend-
ing on the results of the Selection Out review
d. Out-Placement to another Federal department or agency
073-a The central point for review of all Selection Out cases is:
The Special Assistant to the Director of Personnel
An Employment Review Board
An Advisory Committee created by the Director of Personnel
An Agency Selection Board
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074-a
Which of the following procedural rights or guarantees is
granted to an individual nominated for Selection Out?
a. Personal hearing
b. Right to name witnesses to appear in his behalf
c. Written notification of the Agencyts intent
d. At least a thirty-day notice period between the date of
notification that he is to be terminated and the effective
date of separation
e. Right to outside legal counsel
Aw-
075-a The Career Service Ceiling is:
b. The ceiling for General Schedule personnel for each Career
Service authorized at each General Schedule grade level for
a fiscal year.
c. The listing of positions of various types,,levels, and Career
Service designations required to meet the workload of a com-
ponent.
d. The total of the Staffing C mplement and the Development
Complement.
The maximum authorized number of 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.
a77-a The Planning Paper is :
a. A document reflecting the structure of a component and the
number and distribution by occupational title, grade, and
service designations of positions estimated to be required
during the coming year to meet the workload.
b. An estimate of staff personnel requirements of each Career
Service for the coming fiscal year.
c. An estimate including staffing complement employees and
development complement employees necessary to carry out the
functions of a component.
d. An estimate based on the maximum number of people necessary
to fulfill work requirements consistent with good management.
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078-a The Career Service Staffing Authorization is designed to:
a. Provide adequate headroom for employees, permitting maxim=
promotions, 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.
d. 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.
0'79-a The Career Service Staffing Authorization is:
a. The maximum number of authorized personnel for a Career Service,
consisting of staff employees, staff agents, military personnel
detailed from other Goverment 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 Service.
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 is:
a. The listing of positions of various types, levels, and Career
Service designations required to meet the workload of a com-
ponent.
b. An estimate of staff personnel requirements of each component
for the coming fiscal year.
c. The Career Service listing of positions required to carry out
all functions of the Career Service for the fiscal year.
0a2-a The Staffing Complement includes:
a. All positions of a Career Service required to carry out
workload requirements wherever located.
All limited and flexible positions required to meet the
workload of a component.
e. All staff positions in a component included within the com-
ponentts Career Service, excluding those of other Career
Services.
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154-a The final selectihn of all Military Personnel detailed to the
Agency is the responsibility of:
a. The Military Personnel Division
b. The unit Personnel Officer
c. The Chief of support of each unit
d. The operating official
155-a Efficiency Report on Military Personnel detailed to the Agency
are prepared by:
Military personnel with the Agency
Civilian personnel
Both military and civilian personnel if they are in the chain
of command, i.e., if they are the immediate supervisors
a*
b.
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Instructions for Shot ns t a: The following items ask you to
write a brief anser to the question. The answer may require a word,
phrase or sentence. It will not require any more than a very short
paragraph at the most.
(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.
032-a Discuss briefly some of the consideration involved in preparing
A person for intensi
ve
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045-a The DCI Memorandum, dated 17 February 1958, was the policy basis
setting in motion a Selection-Out 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
Enployees' Compensation Act.
086-a What are some of the activities of the Special Placement
Committee?
091-a Personnel Management is a function of the executive. However,
the breadth of his duties requires that he delegate many aspects
of personnel management. The Operating Official will, of ne-
cessity, reserve to himself certain areas of activity and make
decisions concerning them. What are these areas of activity?
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092-a The Operating Official relies on his Personnel Officer to advise
him on matters concerning a highly complicated and technical field.
He is expected to know the answers or be prepared to get them
quickly. It follows that certain aspects of personnel management
are clearly assignable to the Personnel Officer. What are some
of these areas?
099-a Dispatches received from the field state that an Army Officer
with top secret clearance can be used by the Station. Immediate
clearance is requested. The Desk Officer wants an estimate of
how long it will take. State what you will reply to this.
145-a How can requests requiring action by the Management Staff be
expedited?
206-a Who entertains appeals under the Selection Out procedure?
305-a List some of the symptoms of mal-organisation.
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306-a List some of the coneideratioraareviewed by Management when it
studies an organization.
102-a Downgrading with retention of salary implies that certain
conditions exist in respect to performance of the employee.
Discuss.
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Instrrutions 1r Discussion Questions: The following questions are
designed to allow you to think about a larger or more complex body of
information. These questions generally deal with personnel programs,
policies or problems. In answering the questions you will do better
to maintain a broad perspective than to focus on any specifics within
the area under discussion. YOU ARE REQUIRED TO ANSWER ALL THREE
QUESTIONS. (The value is given after each item.)
004-a Personnel management in the Federal Government has rarely
remained static. Outline some of the bodies and organizations
outside the Agency which exert a continuing influence on
personnel management and indicate in your outline how this
influence is brought to bear..' (20 points)
400-a Describe the role of the Director of Personnel. Show the major
areas of activity and give examples of how he exercises his
responsibilities. (30 points)
404-a The Career Service Staffing Authorization has been referred to
as a useful personnel management device for the Career Service
Head. Discuss. (10 points.)
Clearly label your answers with the numbers to the left of the questions.
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