OVERALL OBJECTIVES IN PERSONNEL MANAGEMENT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80B01554R003200080007-6
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 4
• Document Creation Date: December 16, 2016
• Document Release Date: March 28, 2005
• Sequence Number: 7
• Publication Date: November 24, 1979
• Content Type: PAPER

Approved For Reee 2005/04/13: CIA-RDP80BO1554R*00080007-6
DCI
24 Nov 79
Overall ObjectivesAn Personnel Management
1. Right numbers and quality of people to do the job.
2. Reasonable Career Opporutnity (RCO)
3. Further unify Agency
Objective #1 - Numbers and Quality
Assumptions
1. Youth today demand greater involvement in making
management decisions and in their own careers;
expectations high
2. Dangerous signs already evident -
Quality of recruits
Unwillingness to go overseas
3. Problems. of imbalance. exist already -
e.g.., massive retirements will leave large gaps
Solutions
1. Improved - shortened - recruiting process
a. Each career service must have one decision point
b. OP must have authority to hire and detail
if quotas being missed
2.. Personnel planning and counseling must be frequent and
explicit. Individual needs to know what he can
realistically expect to achieve
Approved For Release 2005/04/13 : CIA-RDP80BO1554R003200080007-6
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3. Career management that considers the needs of the
individual -
Less reliance on self-management of careers
Deliberate grooming of several candidates for
each supervisory position; to include special
challenge assignments and accelerated promotions
4. Intensive leadership and personnel management training
5. Centralized control of personnel. management -
ID humps and valleys
Intake every year
Need for transfers/RIFs from congested areas
Need for rotational assignments for:
Broadening of managers
Prevent stultification
6. Downgrading of positions in order to offer younger
.officers meaningful challenges earlier
7. Reduce recruiting processing time by one-half
8. Less reliance for recruiting on professional recruiters
Objective #2 - Career Opportunity
Assumptions
1. Serious problems of disincentives to Gov't service today
means we must create incentives for keeping better people -
at expense of poorer people if necessary
2. Career opportunities widely divergent within Agency
Approved For Release 2005/04/13 : CIA-RDP80B01554R003200080007-6
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Solutions
1. Uniform promotion system
a. Panels
b. Same panel structure - few - throughout Agency
c. Published promotion minimums by beginning of FY
d., Published promotion results
e. Published dates of panels
f. Letters of instruction to panels
2. Publication of a personnel handbook that explains overall
Agency personnel procedures and opportunities
Career service handbooks with meaningful descriptions
of promotion requirements
3. Arrange for clearly defined specialist corps in each
career service
4. Reduce personnel staffing by 25%
5. Define tenure policy in each career service
Objective #3 - One Agency
Assumptions
1.. Lot of progress; more to go
2. In era of short resources, maximum cooperation needed
Solutions
1. Rotational assignments to qualify for supergrade
All non-specialists -- one 1 1/2 year tour.
outside career service
Approved For Release 2005/04/13 : CIA-RDP80BO1554R003200080007-6
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Next years, if have not done so, next
assignment will be outside career service
After three years must have commenced such
assignment
2. Agency-wide vacancy'advertising
OP determine if not warranted
3. Supergrade promotions all within SIS
On Agency-wide basis
Under DCI direction
Panels for GS-16s
ExComm rankings to DCI for GS-17s and 18s
Approved For Release 2005/04/13 : CIA-RDP80BO1554R003200080007-6