PERSONNEL IMPACT OF MANAGERIAL AND REORGANIZATION ACTIONS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80M00165A002100060005-1
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 7
• Document Creation Date: December 15, 2016
• Document Release Date: February 18, 2004
• Sequence Number: 5
• Publication Date: December 14, 1977
• Content Type: MF

,
retraining and out-placement efforts. Attrition C)rn
WASHINGTON, I.C. 20503
December 14, 1977
MEMORANDUM FOR HEADS OF DEPARTMENTS AND AGENCIES
SUBJECT: Personnel Impact of Managerial and Reorganization
Actions
The President wants the Federal Government, as an employer,
to make organizational changes and necessary adjustments in
programs and staffing with careful concern for_the human
beincts_whose jobs -andcareers are affected. He particularly
wants to assure that employees will not be adversely affected-
by the effort to reorganize the Federal Government. Moreover,
he has a broader concern that the Government make other
adjustments in ways which will ease the impact of such
changes upon employees, to the extent feasible.
Our continuing responsibility for efficient and economical
Government often requires managerial changes such as program
and budgetary adjustments, military realignments and base
closings to provide for increased military effectiveness,
contracting out, office closings or other reductions for
efficiency. The President desires that, in the future, all
agencies--when undertaking managerial actions which will
eliminate or change positions--observe the following
principles:
? When employees are to be displaced, agencies must
undertake a vigorous reassignment program for the
employees affected. Opportunities for reasonable
amounts of traini na a G'nvarnmr_n -exnensP s n?i ri
MAR 1978
be made available in cases where such training would
make a direct contribution E-65--placement.
Phased or gradual implementation of such changes
should be used wherever it is desirable and
feasible, in order to provide additional time
for normal attrition and for vigorous transfer
should
be used whenever possible to accomplish
Gr"&"t A' 9 EIq ) 1978
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? When reassignments for displaced employees involve
a geographic move, the Government will pay for
necessary transfers to other cities. When such
transfers are necessary, they should be timed to
provide reasonable periods for employees to make
personal arrangements.
? The Civil Service Commission will provide priority
government-wide placement assistance to all displaced
employees. Where appropriate, the Department of
Labor will assist in finding private sector employ-
ment opportunities for such employees.
To strengthen the assistance to displaced employees, the
President has initiated the following steps:
The CSC and OMB have been authorized to. grant a limited
number of ceiling space exemptions for temporary use by
agencies which can absorb displaced employees. This
authority is being applied successfully in Philadelphia
and is available for use elsewhere.
? The Chairman of the Civil Service Commission has been
directed to set up additional mechanisms to aid in the
placement of employees affected, including mandatory
priorities in hiring.
In addition to the foregoing principles and initiatives, there
are certain others--set forth below--which will be applied to
reorganizations. These special provisions grow out of the
President's visits earlier this year to a number of Departments
where he assured employees that his reorganization efforts
would not adversely affect their employment. On several of
these visits, the President specifically said that recrganiza-
tions would not cause any Federal employee to be discharged
or demoted, or to lose pay status.
For your reference in regard to future personnel actions, and
to provide a common understanding of the President's
assurances, we want to provide the following guidance
applicable to reorganizations:
The President's assurances apply both to reorganiza-
tions spearheaded by the President's Reorganization
Project and to reorganizations initiated within a
Department or Agency by officials of this
Administration. However, the assurances were-not
intended to cover personnel reductions incident to
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the types of managerial actions described above,
such as program and budgetary adjustments, military
realignments and base closings to provide for
increased military effectiveness, contracting out,
office closings or other reductions for efficiency.
? No employee whose position is directly affected by
a reorganization may be separated for that reason
if he or she has not first been made a good faith
offer of another position, preferably at the same
grade. Separation action may proceed only if the
offer is declined.
O In line with the President's assurances concerning
demotions, the Administration has sent Congress
proposed legislation that would permit pay and grade
retention in personnel actions required through no
fault of the employee. Because it now appears that
grade retention legislation will not be enacted
before next year, the Administration is. proposing
that when enacted it be Made retroactive (with back
pay) to January 1, 1977, so that the President's
assurances can be met even if reorganizations
involving some demotions should occur in the interim.
o If normal personnel management approaches are not
sufficient to solve the placement problems resulting
from a reorganization, an agency may seek authority
from the Civil Service Commission to delay down-
gradings caused by reorganization, under guidance
soon to be issued by the Commission.
In summary, the President has urged that all of us redouble
our efforts to implement reorganization and other management
actions in ways that minimize the human consequences. He has
asked OMB staff who are working with you on reorganization
plans to pay particular attention to potentially adverse
effects on employees and to ways in which these can be avoided
or minimized. Both the Office of Management and Budget and
the Civil Service Commission will advise and assist you with
the policy and personnel implications of this directive.
es T. McIntyre, Jr. Alan K. Camp
ting Director // Chairman
Office of ManagefnenE'and Budget U.S. Civil Service Commission
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Date: A rA~,.-t, '7Q
SUBJECT: Are We Following Presidential
Guideline on Personnel?
REMARKS:
I sent the TAB A memo to you commenting on
a memo which forwarded Presidential Views
and Guidelines on handling personnel in
managerial and reorganization actions. You
recently put it in your outbox asking where the
promised DDA comment was.
DDA comments at TAB B. It says that the
subject was reviewed with Jack Blake, then
Acting DDCI, and it was agreed that CIA was
in compliance and no action was necessary.
Them thrust of my initial comment on this
memo was that we ought to%rward-looking
and seeing what opportunities there were to
exploit the memo to the benefit of our employe
especially those involved in the DDO cuts--
not whether we ware, strictly speaking, in
compliance. I suspect there are still some
avenues here we could tap which would be
beneficial to the cut employees, in spirit, if
not in substance.
You might want to ask Mr. Carlucci to look
into this more thoroug y an to satis y you
t g advantage of every opportun
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 ^ UNCLAS'JI FIAQ~ 1 INTERNAL r] ('~ "+ T ^ S ET
N ro~ved`rar ReIeQ> Y2004/03/11 : CIA-RDF~80 U A '1 00 5-1
GROUTING AND RECORD SHEET
SUBJECT: (Optional) ~~(( t
FROM:
EXTENSION
NO.
Director of Personnel
5 E 58 HQ
DATEk
2 7 FE B 1978
TO: (Officer designation, room number, and
building)
DATE
OF>`ICER'S
COMMENTS (Number each comment to show from whom
RECEIVED
FORWARDED
INI,17A1S
to whom. Draw a line across column after each comment.)
1? Deputy Director for
Administration
j
On 15 December 1977 this
Agency received its copy of a
2.
memorandum for Heads of Departments
and Agencies from the Chairman of
Civil Service Commission
S
the U
Director of Central
,
.
.
Mr. Campbell, and the Acting
Intelligence
Director of OMB, Mr. McIntyre
(subject: Personnel Impact of
4.
Managerial and Reorganization
Actions). The Executive Secretary
assigned action for comment to
5
the DDA.
Malanick
I was acting for Mr
6.
.
who was on leave, and I discussed
the memorandum on two occasions
the Acting DDCI.
with Mr
Blake
7.
.
,
We agreed that the CIA, particular)
with regard to the personnel
reduction exercise in the DDO
8.
,
was in compliance with the
memorandum and that no action was
necessar
y.
9
.
10.
STA
anney
11.
12.
13.
14.
15.
FORM
3-62
610 uSEDIITIONSU ^ SECRET ^ CONFIDENTIAL El USE ONLY ^ UNCLASSIFIED