ADDITIONAL ACTION ITEMS ARISING OUT OF THE 1978 PROGRAM REVIEW

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80M00165A001100110025-4
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 5
• Document Creation Date: December 15, 2016
• Document Release Date: March 4, 2004
• Sequence Number: 25
• Publication Date: January 27, 1977
• Content Type: MF

MEMORANDUM FOR: Dr. St en DC
Approvecffor elea52004/03117
a~
Please note Mr. Knoche's handwritten
comments on the attached EEO paper.
STAT
STAT
O/DDGI
15 Feb 77
FORM
5.75 I(]1 EDITIOPREVIOUS
. Approved For Release 2004/03/17 : CIA-RDP80M00165AO01100110025-4
 7L.11 L I171S'Tfl jTIV
Approved For ReleaW2004/03/17 : CIA1
27 JAN 1977
MEMORANDUM FOR: Acting Director of Central Intelligence
FROM Sayre Stevens
Deputy Director for Intelligence
SUBJECT Additional Action Items Arising Out
of the 1978 Program Review
REFERENCE . Your memo, dtd 10 Aug 76, same subject
L This memorandum responds to paragraph 4 of referenced
memorandumwwhich requests a quarterly status report on the
Directorate's EEO Program.
The Hiring of Minority Citizens. A full-time EEO officer
was appointed in September 1976. This officer will establish
and monitor a Directorate-wide EEO program which addresses
all aspects of EEO policies and activities, including
recruitment, placement and counseling. Because the recruit-
ment of Blacks and Hispanics is lagging, we are giving primary
emphasis to the recruitment phase. For example, each office
was asked to develop job and personnel requirements anticipated
in 1977. From these emerged a clear picture of Directorate
hiring needs for 1977. The EEO officer, working with individual
components, developed inter-office recruiting teams which
visited six campuses, in conjunction with the Office of Personnel.
In the next quarter we expect our inter-office teams to recruit
on 14 more campuses.
The DDI Executive Officer (our Minority Employment Coor-
dinator) reviews all folders of minority applicants and dis-
cusses the promising ones directly with office heads. We have
instituted this procedure to ensure that we do not overlook
any minority candidates who could have a satisfactory career
in this Directorate.
Approved For Release 2004/03/17 : CIA-RDP80M00l65A001100110025-4
STAT
STAT
 Approved For Rele 2e t 1Ui311
STAT
The Directorate goal for FY 1977 is to enter on duty
I Iminority professionals, of which at ?1etD l_ re B a STAT
an =are Hispanics. While we have 'ed an y B1
this ter, we do have Blacks in proce . ere DrSTAT
p.A
were Hispanic applicants in process at the end of the
quarter.
The Development of Female Professional Employees and
Managers. A statistical profile of women professionals in
the Directorate has been completed. This is the first step
in an ongoing study of the promotion rate of women to senior
levels. Conducting the study will be the DDI Working Group
of the Federal Women's Program Board and the DDI EEO Officer.
This is an effort to increase the involvement of those assigned
EEO responsibility in the EEO program as suggested in the
Agency's Equal Employment Opportunity Plan.
Specific examples of women advancing to "stepping stone"
positions in this quarter include one OSR woman professional
moving from Branch Chief to Deputy Division Chief. A woman
in OPR served as Acting Staff Chief for an extended period
of time. OSI designated a female employee as Chief, Intel-
ligence Production Staff, a GS-15 position. She is the first
female manager at the Division/Staff level in OSI. In the J,...+
Operations Center the first permanent female Senior Duty ?r'~
Officer and the first permanent female Senior Watch Officer
were appointed;. three female Assistant Watch Officers advanced
from press readers to special. intelligence readers. OER pro-
moted a woman to Chief of its Industrial Nations Division.
In the development of our female managers,Ffemales S AT
above GS-12 enrolled in internal and external tra ning courses !`)
during the first quarter of FY 1977. Career development-
train:Lng included courses such as Women: Developing
oriented F
Their Role in Management, Supervisory Skills, Management
Seminar, NTidcareer, Advanced Intelligence Seminar, Effective
Briefing, Management Communication, and Problem Analysis and
Decision Making.
-2-
Approved For Release 2004/03/17 : CIA-RDP80M00165A001100110025-4
APjiINITR^Tr11
STAT
 Approved For Release 2004/03/17 : CIA-RDP80M00165AO0110011 025-4
Status of Directorate Upward-Mobility Program. A panel
of senior officers from each DDI office and staff reviewed
and revised the 1976 Advancement Opportunities Program.
Recommendations were received from the DDI Working Group of
the Federal Women's Program Board; upward mobility programs
of other Agency offices were studied. In November positions
were selected to be advertised as Upward Mobility jobs, and
in December a DDI notice was issued announcing the FY 1977
Advancement Opportunities Program; eight positions are involved.
Full Utilization of Skills and Talents. Career counseling
is available to every DDI employee; the service was advertised
by a DDI notice. As part of the recent reorganization, a
full-time Directorate Career Development Officer has been
appointed: to develop and monitor rotational assignments;
to work with offices to establish adequate developmental
programs in general analytical skills, multi-disciplinary
analysis, management and leadership; and to develop additional
means for encouraging and rewarding analytical excellence and
recognizing accomplishments. We are also establishing a Direc-
torate Assignments Board to select employees for rotational
opportunities, to monitor progress while on detail, and to
ensure an appropriate assignment upon completion of the
detail. Also, to ensure the full utilization of skills, the
files of those clericals not selected for the Advancement
Opportunities Program will be reviewed and attempts will be
made to place them in professional or semi-professional
vacancies. In addition, a new clerical panel system will
be announced soon. It provides for clerical panels in each
major component and the ranking of clericals GS-06 and above.
Component career panels will review the minutes of each
clerical panel. I believe this will ensure that clericals
are given a voice in upward mobility and career development.
Assessment of Managerial Performance in Human Resource
Management. Managers in the Directorate are being made
aware of the Directorate's commitment to equal employment
opportunity, but assessing managerial performance in. this
is not a simple matter. When the Agency adopts the CSC
regulations, and when the DCI-approved Human Resource Manage-
ment-EEO rating procedure for present and potential managers
and supervisors is implemented, as outlined in the Agency's
FY 1977 Equal Employment Opportunity Plan, such assessment
Approved For Release 2004/03/17 : CIA-RDP80MOOl 65AO01 100110025-4
 AD II TSTPU T'IVE
Approved For Releaug 2004/03/1 t
should be possible. As a prelude to the development of
such a procedure, the DDI EEO Officer has asked the Director
of EEO to publish preliminary guidelines in the form of a
Headquarters notice.
2. I realize that most of the above actions reflect only
that a program has been established and is being implemented. Our
accomplishments and successes will be the subject of my next
report when some of our actions will hopefully begin to show
results.
Sayre Stevens
Approved For Release 2004/03/1
ADMINI TR TIV