GRADE REDUCTION TARGETS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80M00165A000300110032-5
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 4
• Document Creation Date: December 15, 2016
• Document Release Date: February 27, 2004
• Sequence Number: 32
• Publication Date: November 25, 1977
• Content Type: MF

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DD/A Registry
2 5 NOV 1977
a+' 14)RA +2 MR: Acting Deputy Director of Central Intelligence
711ROU 1 : Comptroller
FROM
i.ng 0-rector of Personnel
SU CT : Grade Reduction Targets
12FENCE
Note for Comfit and AD/Pers fr ADDCI dtd
20 Oct 77 re same subject
Our comments in response to the questions contained in referent
memorandum are as follows :
a. What will be the effect on recruitment and retention for
.e _se njf 1n tTie c s t class f `ca un 1 e '_ _ .__ ~_~ w
Comment :
eCF
It is possible that we may have to recruit at slightly lower
entry levels in some instances. In most cases, However, we do not
foresee the grade changes appreciably affecting our recruitment efforts
since entry level positions in most target occupations would likely be
classified at or above the grade levels at which applicants would be
hired. From a retention standpoint, there could be some minimal initial
losses, althoughi ..,mss s gstionable since our occupations will con-
tinue to reflect grade patterns which equal or exceed those found else-
where in govermmmr ent .
b. Is it fair and wise to o after seven lawraded series ofbs?
:amnient :
The target areas were not predetermined but rather were the
result of our analysis of Agency professional, technical and clerical
occupations. The seven clerical series were very similar in nature
and scope of duties and responsibilities to their counterpart series
found elsewhere in government, and it could be reasonably expected that
Th!,s dccu.:.
separated
-;d vjhen
~.., . c hti e n t .
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the average grades of these occupations would be comparable to the
government-wide average grades for the same series. If this had been
the case, these occupations would not have been listed. However, we
found that these particular occupations reflected the greatest dispar-
ities between Agency and goverment-wide average grade. In light of
these analyses, we could not select only or several of these clerical
series as targets for average grade reduction while permitting the
others which evidenced like degrees of overgrading to remain untouched.
Thus, these seven series were the most easily identifiable and least
defensible in terms of average grade. In short, the clerical series
which have been initially sel d for grade de-escalation targeting
were the nr ast inflated of some professional, technical and clerical
occupations reviewed in compar son with other govenrnent departments
and agencies. We recognize, however, that future grade reduction
efforts may well include other professional, technical and clerical
series which, to a lesser extent, also appear to be overgraded.
c. If jobs are to be reduced, will the Incumbents be.-given
solo retecjn: 2'.. is Jr two arses` .-
Comment:
We anticipate that employee turnover and the use of
Personal Rank Assignments will obviate the need for cngradings and
salary retention in most instances. The situation will require mani-
toring and should it develop that the number of extended PRA's indicate
a potential problem, it may be necessary to institute a central
mechanism to effect reassignment placements to assure that higher
level vacancies within an occupational series are filled. by employees
who are serving on a Personal Rank basis. Th wngradi.ngs with salary
retention rights for two years might subsequently have to be employed
where situations cannot be resolved within a reasonable period of
time. This approach parallels, in principle, current thinking in the
Mite Mouse, Congress, and the Civil Service Commission on the subject
of protecting employees against downgradings as a result of reorganiza-
tion and position classification actions.
Distribution:
Orig - Adse
1 - ER
1-Comet
1 - A/DDA
2 - AD/Pers
1 - OP/P&C
OP/P& cffr- (25 Nov 77)
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29 October 1977
NOTE FOR: Comptroller
Acting Director of Personnel
FROM: John F. Blake
Acting Deputy Director of
Central Intelligence
2~curi~e Ac,i try
1. I am in general agreement with the approach taken on "grade
reduction targets" but would like to offer several comments:
a. What will be the effect on recruitment and retention
for people serving in the designated classification titles?
b. Is it fair and wise to go after seven low-graded
series of jobs?
c. If jobs are to be reduced will the incumbents be given
salary retention rights for two years?
2. I bow to the addressees, after being prepared to answer the
above questions, to proceed with the structuring for the briefing of EAG.
The briefing should be closely coordinated by both addressees and the
necessary staff papers preceding the EAG meeting should be sent out in
sufficient time before the meeting so that people will have an opportunity
to read and assimilate.
7sJJohn V. Blake
John F. Blake
Att:
Memo dtd 25 Oct 77 to ADDCI
fr Compt, subj: Grade Reduction
Targets
Distribution:
Orig - Compt
,,1'"- AD/Pers
1 - ADDA
1 - ADDCI
1- ER
DOWNGRADE TO AIUO UPON
REMOVAL OF ATTS TO ATT
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