ORGANIZATION OF NATIONAL FOREIGN ASSESSMENT CENTER (NFAC)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP81B00701R000200310001-8
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 53
• Document Creation Date: December 12, 2016
• Document Release Date: October 19, 2000
• Sequence Number: 1
• Publication Date: October 11, 1977
• Content Type: REGULATION

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NFAC NOTICE NFAC N 1-1
No. 1-1 11 October 1977
ORGANIZATION OF
NATIONAL FOREIGN ASSESSMENT CENTER (NFAC)
On 11 October 1977 the National Foreign Assessment Center (NFAC)
was established. Key assignments are as follows:
Director, NFAC
Special Assistant to D/NFAC
Robert R. Bowie
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Deputy Director, NFAC
Special Assistant to DD/NFAC
Associate Director-Management
Executive Officer
Special Assistant-NIO Support
Associate Director-Substantive Support
National Intelligence Officers
Conventional Forces
Strategic Programs
Political-Economy
Nuclear Proliferation
Special Studies
USSR-Eastern Europe
Western Europe
Near East/South Asia
Africa
East Asia STATINTL
China
Latin America
Coordinator for Academic Relations
Chief, Production Board Staff
Chief, Collection Liaison Staff
Chief, Action Staff
Sayre Stevens STATINTL
Paul V. Walsh
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Chief, Administrative Staff
Chief, Plans and Programs Staff
Chief, Coordination Staff
Chief, Congressional Support Staff
Chief, Publications and Presentations
Group
Chief, Current Reporting Group
Director, CIA Operations Center
Director, Office of Imagery Analysis
Director, Office of Geographic and
Cartographic Research
Director, Office of Central Reference
Director, Office of Economic Research
Director, Office of Strategic Research
Director, Office of Regional and
Political Analysis
Director, Office of Scientific
Intelligence
Director, Office of Weapons Intelligence
STATINTL
Robert R. Bowie
Director
National Foreign Assessment Center
Distribution "B" (All Employees)
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NFAC NOTICE NFAC N 1-2
No. 1-2 11 October 1977
ORGANIZATION OF
NATIONAL FOREIGN ASSESSMENT CENTER (NFAC)
Reference: NFAC N 1-1, 11 Oct 77
The following key assignment should be added to the listing
announced in referenced notice:
Chief, SALT Support Staff
Robert R. Bowie
Director
National Foreign Assessment Center
Distribution "B" (All Employees)
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NFAC NOTICE NFAC N 1-3
No. 1-3 13 March 1978
NATIONAL FOREIGN ASSESSMENT CENTER CAREER SERVICE SYSTEM
The purpose of this notice is to introduce certain changes in
the personnel management system of the National Foreign Assessment
Center which are intended to broaden career opportunities and pro-
mote greater flexibility in the use of Center personnel.
A. Career Designators
All employees of the National Foreign Assessment
Center (NFAC) are members of the NFAC Career Service
and carry the "I" career designation. For adminis-
trative purposes sub-designators may be used to iden-
tify the component Career Service Panel responsible
for certain aspects of personnel management as spec-
ified in this notice.
B. NFAC Career Service Board
1. Membership
The NFAC Career Service Board is composed of
the following:
Chairman - Associate Director for Management
Vice-Chairman - NFAC Executive Officer
Members
Director, Office of Central Reference
Director, Office of Economic Research
Director, Office of Geographic and
Cartographic Research
Director, Office of Imagery Analysis
Director, Office of Regional and
Political Analysis
Director, Office of Scientific
Intelligence
Director, Office of Strategic Research
Director, Office of Weapons Intelligence
Director, CIA Operations Center
Chief, COMIREX
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Chief, Current Reporting Group
Chief, Publications and Presentations Group
Chief, Requirements and Evaluation Staff
Representative, National Intelligence Officers
Secretary - Chief, NFAC Administrative Staff
2. Functions
Members of the Board will advise the Chairman
on the following:
Formulation of Center personnel policies.
Review of NFAC Personnel Handbook annually.
Ranking of supergrades for potential annually.
Review of component rankings of GS-15s for
potential and promotion annually in
March and review of promotion rankings
in September.
Review of recommendations of the NFAC Assign-
ments Panel.
Review of sensitive personnel matters where
action by NFAC is indicated or is re-
quested by a member of the Career
Service Board.
C. NFAC Assignments Panel
1. Membership
Chairman - To be appointed by the Chairman, NFAC
Career Service Board,from the Career Service
Board membership.
Permanent Member - NFAC Career Development Officer.
Ad Hoc Members - The panel chairman will designate
the components to be represented at each meet-
ing as matters before the panel dictate.
Designated members must include representatives
from the component of assignment, specialty or
others having responsible interest. Other
components, not so designated, may be repre-
sented at their initiative.
Secretary - Personnel Officer assigned to NFAC
Administrative Staff.
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2. Functions
Recommend to Chairman, NFAC Career Service
Board, candidates for NFAC Representative
and other overseas positions from those
nominated by component heads.
Recommend to Chairman, NFAC Career Service
Board, personnel for inter- and intra-
Directorate rotational assignments of
one year or more from vacancy notice
applicants or those nominated by com-
ponent heads. This is not intended to
discourage or preclude bilateral arrange-
ments for rotations to meet specific
needs of offices.
Recommend to Chairman, NFAC Career Service
Board, the approval of personnel for
extended training and for other training
when a quota is levied on the NFAC.
Consider and make recommendations to Chairman,
NFAC Career Service Board, for the
assignment of personnel returning from
rotational assignments or extended train-
ing of one year or longer, excluding
bilateral arrangements (above).
3. Responsibilities of NFAC Career Development Officer
When the Assignments Panel sits to consider
candidates for rotational assignments or training,
the NFAC Career Development Officer will brief the
members on the qualifications of each candidate.
The Career Development Officer is also responsible
for contacting personnel on rotational assign-
ments nine months before their scheduled return
to notify them of pending consideration by the
Assignments Panel for future assignment. Before
Panel consideration, the Career Development
Officer will solicit the returnee's views on
future assignment and will discuss possibilities
of assignment with the returnee's parent office
as well as others. Results of this process will
be presented to the Panel for its consideration.
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D. NFAC GS-14 Review Panel
1. Membership
Chairman - Appointed by Chairman, NFAC Career
Service Board, from the membership of the
Career Service Board.
Members - A representative of each member of
the Career Service Board.
2. Functions
Review the component rankings of all GS-14
officers annually in July for potential
and promotion, and review the promotion
rankings in January.
Review the office nominations for pro-
motion of GS-14 officers and make
recommendations to the Chairman, NFAC
Career Service Board,in July and
January.
E. Component Career Panels
Component Career Panels will rank for promotion and
potential all professional employees GS-09 through GS-15,
including those officers on detail to other components.
The rankings for employees at grades GS-09 through GS-13
must be done annually and forwarded to the Secretary,
NFAC Career Service Board. The rankings of GS-14s and
GS-15s will be done in accordance with Sections B and D
of this notice.
Each component will issue an annual announcement con-
cerning the functions, rules and guidelines followed by
its Career Panel. Panels will be guided by the criteria
and policies described in the NFAC Personnel Handbook.
STATINTL
11
+sr Robert R. Bowie
Director
National Foreign Assessment Center
Distribution "B" (All employees)
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UNCLASSIFIED
NFAC NOTICE NFAC N 1-5
NO. 1-5 11 December 1978
CHARTER FOR REVIEW PANEL
1. There is hereby established a full-.time Review Panel in the Office
of the Deputy Director for National Foreign Assessment (DD/NFA). The Panel
will consist of such members as the Director of Central Intelligence (DCI)
may appoint. It will be provided with a Secretariat and necessary adminis-
trative support by the National Foreign Assessment Center (NFAC).
2. The role of the Panel is to provide an independent, collegial, and
substantive review of major intelligence products of both the Intelligence
Community and the National Foreign Assessment Center, with a view to im-
proving the usefulness of those products to US Government policymakers.
3. For this purpose the Review Panel shall:
a. Assist the DD/NFA and the DCI in reviewing major upcoming
products at appropriate stages in their preparation.
b. Conduct post-audits of finished intelligence and production
processes on its own initiative or at the request of the DCI
or DD/NFA.
c. Assist the DD/NFA in the overall planning of intelligence
production and the allocation of analytical resources.
d. Provide the DCI and the DD/NFA with such recommendations as
the Panel deems appropriate, from time to time, for the
improvement of the overall intelligence process.
e. Undertake such special studies or reviews as the DCI or
DD/NFA may direct.
4. In performing its functions, the Panel may interact with other
evaluation efforts, internal and external to the CIA, designed to appraise
the intelligence process, the quality of its production, and the extent
to which the intelligence needs of the Government are being met. For this
purpose, the Review Panel may informally survey senior policymaker reactions
to intelligence products.
STATINTL
Distribution "A" (1-6)
Robert R. Bowie
Deputy Director
National Foreign Assessment
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NFAC NOTICE NFAC N 1-6
NO. 1-6 29 March 1979
CHANGE OF OFFICE DESIGNATION
Effective 2 April 1979, the Office of Regional and
Political Analysis (ORPA) will become the Office of
Political Analysis (OPA).
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Distribution "A" (_1-6)
o n J. Hicks
Deputy Director
National Foreign Assessment Center
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NFAC NOTICE NFAC N 20-1
No. 20-1 5 December 1977
NFAC OPENING ON FEDERAL WOMEN'S PROGRAM BOARD
The Federal Women's Program Board, established in April 1975
by direction of the CIA Management Committee to enhance the status of
women in the Agency, is responsible for examining the careers of
women in the Agency and for making recommendations for improvement
to the Director of Central Intelligence. The Board is composed of
three representatives from each Directorate who serve a term of two
years.
There is an opening for a clerical/secretarial representative STATINTL
from NFAC to the Agency's Federal Women's Program Board. Interested
applicants, men and women, should have a genuine interest in promoting
equality of opportunity for women and be willing to devote a certain
amount of working and personal tim Board activities. Plea
tact NFAC representatives, (ext. 5107) and
(ext. 4088) by 16 December 1977.
STATINTL
STATINTL
ert R. Bowie
Director
onal Foreign Assessment Center
Distribution "A" (1-6)
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NFAC NOTICE
NO. 20-2
NFAC N 20-2
9 December 1977
NATIONAL FOREIGN ASSESSMENT CENTER
ADVANCEMENT OPPORTUNITIES PROGRAM (AOP) III
(Formerly DDI AOP)
1. The Intelligence Directorate has conducted two Advancement
Opportunities Programs. The pilot program--AOP I--was completed in
August 1976, and the second--AOP II--was launched last December and is
now about three-fourths of the way through. A third program--AOP III--
is about to be launched under NFAC and will run concurrently with AOP
II. A great deal was learned from the first two programs, and it is
intended that AOP III will be the most successful yet.
2. It should be emphasized that this program is only one facet of
an ongoing NFAC-wide effort to encourage and facilitate upward mobility
for employees in clerical, technical, or paraprofessional positions who
have the desire and the potential to develop professional skills and
qualifications. Some individual NFAC offices already have formal or
informal upward mobility programs. Others may move to institutionalize
such programs. All offices are charged with reporting quarterly on
progress in upward mobility placement and training.
3. The objective of the AOP remains the same. That is, to iden-
tify those employees who have the interest, aptitude, potential, and
motivation for advancement into professional assignments within NFAC and
to give them an opportunity to be considered and selected for profes-
sional assignment that will provide long-term advancement opportunities.
Those selected will be expected to undertake either a formal academic
program or highly specialized training in order to achieve this objective.
4. Program Eligibility--The AOP is open to all NFAC clerical and
technical emp oyees, GS-05 and above, who have three or more years'
Agency experience (by 19 January 1978) and who have a strong motivation
to enter a professional field and a willingness to undertake the on-the-
job and academic training that will be required. Employees who were
certified for AOP II who wish to participate in AOP III must reapply.
5. AOP Positions--eleven positions have been selected for this
AOP. Initia y, individuals interested in AOP will not apply for a
specific vacancy but will by their application indicate that they wish
to be considered for the program. Those interested in the positions re-
quiring the Brandon Wolfe test should arrange to be tested as soon as
possible. Applicants will be screened, tested and interviewed and those
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selected after this processing will be certified by their office Career
Service Panels for participation in the AOP. After attending an AOP
workshop, certified candidates can then indicate which of the eleven
positions they are interested in applying for. (See Tab C for job
descriptions, qualifications, requirements, and training plans for these
positions.)
6. AOP Panel--An AOP Panel is in being and consists of representa-
tives to monitor the program from each NFAC office, the Operations
Center, the Current Reporting Group, the Publications and Presentations
Group and the NFAC Administrative Staff. Members of the Panel are
listed at Tab B. The AOP Panel Reps from each office will, in con-
junction with office Personnel Officers, provide guidance during the
application process, will serve as the AOP counselors in that office,
will interview supervisors of the applicants, and will recommend to
office Career Service Panels those individuals who should be considered
for the AOP. The AOP Panel as a group will review quarterly progress
reports and will also provide overall review of the program.
7. Selection Process
a. Individuals interested in applying for the AOP should
submit the form attached as Tab A to their Personnel Officers.
b. The office Personnel Officers and the office Panel Reps
will interview applicants and their supervisors, and schedule the
Differential Aptitude Test (OAT), if not already taken or if test
data is out of date.
c. The results of those interviews and the DAT, as well as
past performance and demonstrated motivation to acquire the nec-
essary training, will be used by office Career Panels in certifying
applicants for the AOP. The individual's past and present perfor-
mance and his/her demonstrated motivation to acquire necessary
training will be of major importance in that person's being cer-
tified for the program. Panels will forward the names of AOP
candidates to the NFAC Administrative Staff no later than 28 Feb-
ruary 1978. Individuals who are not certified by their Career
Service Panels for the AOP will be notified in a personal interview
by the office AOP Panel Reps and the Personnel Officer.
d. All employees who have been certified by their Career
Service Panels will be expected to attend a workshop in which
supervisors who have the AOP vacancies will describe the positions
and answer any questions. After attending the workshop and con-
sulting with their Personnel Officer and Panel Reps, employees may
apply for one or more (but not more than three) of the positions
described as Tab C.
e. NFAC Administrative Staff will collect applications, bio-
graphic profiles, previous fitness reports, interview reports and
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test results on each applicant. The AOP Panel, using this information,
will rank applicants for each position and forward all applications and
the rankings to the supervisor who has the AOP vacancy.
f. Supervisors will be required to interview at least three of the
applicants for the position, but are encouraged to interview more.
g. The supervisor will forward the recommendation for selection to
the NFAC AOP Panel which will review all selections before forwarding
them to the Director, NFAC for final approval.
h. The Director, NFAC will notify all applicants in writing
whether or not they are selected. Those selected will move into their
new positions within 30 days.
i. The names of those not selected for a specific job vacancy will
be entered in an "AOP Skills Bank." Their qualifications will be cir-
culated within 60 days among NFAC offices in an effort to locate posi-
tions that will offer broader opportunities. Their names and qualifi-
cations will be held in the "AOP Skills Bank" for reference if an ap-
propriate position becomes available. Offices will be asked in six
months to again review the qualifications of those in the "AOP Skills
Bank."
8. LOI and Training Plan--Within 30 days after the Trainee is
assigned to the new position, the supervisor will, in consultation with
the Trainee, prepare an LOI and a tailored training plan which reflects
the nature, content, and extent of all anticipated training during the
year. The LOI and Training Plan must be forwarded to the NFAC AOP Panel
for review. NFAC offices are prepared to support all job-related aca-
demic training taken after duty hours.
9. Quarterly Reports--The Supervisor and the Trainee will each
submit a quarterly progress report to the NFAC AOP Panel through the
NFAC Administrative Staff. The Panel Reps from the Trainee's new
office of assignment will meet with his/her Trainee(s) following receipt
of these reports. The Panel may schedule meetings with all Trainees
during any part of the training period.
10. Counseling--If a Trainee needs advice or assistance or does
not want to discuss a problem with the supervisor, the Trainee may
consult the Personnel Officer and/or the AOP Panel Reps from his/her new
office. If necessary, these officers will bring the problem to the
attention of the NFAC AOP Panel. If the Trainee is not happy in the new
position or is unable to meet the supervisor's requirements, the Panel
will attempt to place the Trainee in another AOP position if one is
available or the Trainee will return to the parent office to a position
at the same grade level.
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11. Conversion to Professional Status--In general the training
period for AOP Trainees will be one year. Depending on the Trainee and
the position, this could be reduced or extended. When the supervisor
feels that the Trainee is able to compete with professional employees in
similar positions, the Trainee will be converted, if appropriate, to the
new career service and assigned to a professional position.
12. Individuals interested in making application for the program
should submit the form attached as Tab A to their Personnel Officer by
19 January 1978.
STATINTL
Sayre Stevens
Deputy Director
National Foreign Assessment Center
Attachments:
Tab A--Application for AOP
Tab B--AOP Panel Members
Tab C--AOP Vacancy Notices
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TAB A
APPLICATION
NFAC Advancement Opportunities Program
I. Name of Applicant
EOD/CIA (mo., yr.) DOB (mo., yr.)
Grade Date of Grade (mo., yr.)
Office Room Number Extension
Present Position
Supervisor Extension
II. Education
A. Educational Level Attained:
B. Are you presently enrolled in a college or
technical training course?
What course? Where?
C. Are you in a degree program?
If so, where?
III. Why do you want to participate in the program? (Use
additional paper if necessary.)
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NFAC AOP PANEL
Office Principal
STATINTL
STATINTL
OpsCen
O/D/NFAC, CS,
NIO, NFAC
careerists in
RES and CMX
2F28, Hqs., x5276
Alternate
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POSITION TITLE: OFFICE/LOCATION:
Imagery Watch Officer (Trainee)
CIA Operations Center
Imagery Watch Office
Headquarters Building
JOB DESCRIPTION:
STATINTL
The Imagery Watch Office processes CIA ad hoc imagery collection and
exploitation requirements levied on a technical collection system after normal
duty hours, on weekends and holidays. The person selected will assist in
processing those ad hoc requirements. The incumbent will be required to read
and disseminate imagery derived information reports, alerting the Senior Duty
Officer to critical intelligence items and to maintain contact with the CIA
Liaison Officer in order to monitor the STATINTL
execution of CIA imagery requirements. The trainee will contribute to the
production of a daily report highlighting the new collection system's output
against CIA priority targets and outlining
scheduled for areas of high current interest. Hours of Duty--Rotating shifts
of 12 hours each, including weekends and holidays.
QUALIFICATIONS: STATINTL
STATINTL
The applicant should have an interest in and an aptitude for
Utilization of collection targetting maps, exploita-
ion lists an of er technical reference material is required. The candidate
should be able to deal effectively with all levels of Agency personnel. The
ability to write well and to brief effectively is important. The willingness
to work rotating shifts is a prerequisite.
Extensive on-the-job training will be provided. The person selected will
be required to attend a one-week photointerpretation orientation course at
SAC Headquarters, Offutt AFB, Omaha, Nebraska. Other formal training will con-
sist of a two-week language and functions course for operating the COMIREX
Automated Management System (CAMS). On-the-job training will be provided for
operation of the National Photographic Interpretation Center Data System
(NDS) and the Cable Dissemination System (CDS).
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POSITION TITLE: OFFICE/LOCATION:
Intelligence Analyst (Trainee) Office of Scientific Intelligence
Military Technology Division
Headquarters
Under the supervision of a senior analyst, the incumbent will perform
such duties as:
(a) Operating a simple computer program for keeping
(b) Conducting searches for intelligence information
from all sources.
STATINTL (c) Preparing and maintaining files on
(d) Reviewing incoming raw intelligence for important
information.
(e) Assisting in the writing of collection requirements
and the preparation of finished intelligence.
QUALIFICATIONS:
(a) Ability to work closely with senior analysts.
(b) Familiarity with repositories of information.
(c) Ability to write well.
(d) Interest in physical sciences, especially physics,
acoustics, oceanography, fluid dynamics, and ocean engineering.
(e) Willingness to learn basic computer concepts.
STATINTL
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Extensive on-the-job training will be necessary. Depending on the
background of the individual selected internal courses may be required to
make him or her more familiar with the Agency, the intelligence process,
and computer programming. The incumbent will be expected to enroll in a
degree program at a credited university while a trainee. The major must be
in one of the areas listed under qualifications.
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POSITION TITLE: OFFICE/LOCATION:
Intelligence Analyst (Trainee)
Office of Weapons Intelligence
Programs Analysis Division
Current Intelligence Branch
Headquarters Building
STATINTL
This is essentially a training position, in which the incumbent will
learn the structure and substantive responsibilities of OWI, and will develop
familiarity with several classes of weapon/space systems. After appropriate
training, the incumbent will be responsible for maintaining computer files,
and will work with experienced analysts to learn the routine operations of
the Branch. As the incumbent develops in proficiency, he/she will be as-
STATINTL signed to work with an experienced analyst in a specific substantive area. The
Ultimatel , the
incumbent will be expected to analyze the field reporting on
as they happen, consult with his counterparts in other OWI Divisions, an write
current intelligence articles on those events.
QUALIFICATIONS:
STATINTL
The incumbent must be highly motivated to pursue a career in technical
intelligence analysis. The object of this position is to acquaint the in-
cumbent with the kinds of analysis performed by OWI, to give a general under-
standing of the way in which that analysis is performed, and to help the in-
cumbent decide which aspect of OWI analysis best fits long-range career in-
terests. At the same time, the incumbent will have the opportunity to demon-
strate the ability to conduct technical analysis.
The incumbent will be expected to work toward a college degree in physics,
math, or one of the engineering disciplines. The incumbent will be required
to work in several different substantive areas in succession. Training in
the following courses will be provided:
GIMS II for Users
Basic VM
Ballistic Missile Staff Course
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AOP VACANCY NOTICE
POSITION TITLE: OFFICE/LOCATION:
Intelligence Analyst (Trainee)
Office of Strategic Research
Strategic Evaluation Center
Command and Control Group
Headquarters Building
JOB DESCRIPTION: STATINTL
The Command and Control Group performs all-source analysis of Soviet
and Warsaw Pact command, control, The analyst
trainee would serve as a research assistant to branch analysts involved in in-
depth studies in these areas. He/she would assist in screening incoming in-
formation from a variety of high-volume collection activities, recognizing
significant information and providing it to the responsible analyst and to the
branch's contractors. The Command and Control Group is one of the Agency's
heaviest users of the Interim SAFE system. Expansion in the number of analysts
and contracts being supported by this system is producing a severe data base
management problem. Use of the system to support branch efforts in preparing
NIE inputs and responding to growing DOD requests would be a major aspect of
this position. Specific data files would be maintained by the trainee in sup-
port of these branch production efforts. This is a position which offers the
opportunity for the transition to professional analyst.
QUALIFICATIONS:
A candidate for this position would have to have, or be capable and willing
to develop, considerable skill in use of Agency data manipulation and retrieval
systems, in particular the Interim SAFE system. In addition, an ability to
research large data bases for information relevant to branch activities would be
a necessity. This would require the development of a considerable understanding
of the overall branch research program as well as an ability to recognize useful
information which may be buried in large quantities of peripheral or irrelevant
material. Good judgment, some analytic aptitude, and most of all, a desire to
learn would be needed in a successful candidate.
There would be considerable on-the-job training involved, as well as CIA
training courses. In particular, a number of ADP courses would be required,
including the full range of training in the use of VM and Interim SAFE. The
trainee would be expected to initiate a college degree program in a related
field.
ADMINISTRATIVE - INTERNAL USE ONLY
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 Approved For ReleRRQl1rf(QL4 _ (;,RE801L(1 R000200310001-8
AOP VACANCY NOTICE
POSITION TITLE: OFFICE/LOCATION:
Video Production Officer (Trainee) Publications & Presentations Group
Presentational Means Branch
Headquarters Building
JOB DESCRIPTION:
Trainee would actively participate in all phases of preparation of video
intelligence productions. This would include pre-production planning such as
scripting and preparing story-boards and continue through the actual video
and audio production to post-production activiities, such as editing, in order
to produce high-quality video intelligence productions on a wide range of
subjects. The Trainee will be expected to translate complex concepts into the
straightforward language used in video.
QUALIFICATIONS:
(a) Should be pursuing academic training in the arts,
preferably in a media program.
(b) Flexible and willing to learn a variety of skills with
assistance from contract and staff personnel.
(c) Ability to express oneself in writing.
(d) Basic knowledge of media systems would be desirable
and a background involving electronics, photography, or art
would be useful.
TRAINING:
(a). Considerable on-the-job training.
(.b) Formal training programs, media workshops, and
seminars, some of which are conducted out of town.
(c) Academic training leading to a degree in the arts.
(d) Skills training if appropriate, i.e., writing,
briefing.
ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
 Approved For Rele9aA9?4 qfi~AQPW@J7y01RO00200310001-8
8
AOP VACANCY NOTICE
POSITION TITLE: OFFICE/LOCATION:
Intelligence Analyst (Trainee) Office of Economic Research
Development and Analysis Center
Systems Development Group
Headquarters Building
The Systems Development Group provides analytical support--principally
in computer science and econometrics--for economic analysts. The incumbent
will serve as a computer specialist/econometric technician within the Group.
Specific duties, in descending order of priority, will include: (1) writing
computer programs in APL and the TROLL econometric languages, (2) applications
of several special-purpose software packages such as CROSSTABS, RAMIS, and
IMFTAPES to specific analytical research questions, (3) documentation of
programs, and (4) data base development with PL/l. By working with economists
and by taking courses in economics, the incumbent will learn how to produce
finished economic intelligence. The combination of experience in economics
and computer science will provide a bridge to at least two possible careers--
as a senior economic analyst or a senior econometrician/programmer.
QUALIFICATIONS:
The incumbent will need an aptitude and an interest in writing complex
computer programs. The incumbent's attention to detail will carry over into
writing program documentation. Many employees of the Systems Development
Group find it necessary to work 45-55 hours per week. Applicants will be re-
quired to take the Brandon Wolfe test to measure aptitude for working with
ADP systems.
TRAINING:
The incumbent will advance through training in three areas:
(a) A college program in economics eventually leading to
a degree.
(b) Computer science courses offered by ODP, which include:
ADMINISTRATIVE - INTERNAL USE ONLY
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 Approved For Relea l1 {9 :c II YR8JSq0gQ 1 R000200310001-8
(1) Basic JCL
(2) Basic Program Design
(3) Basic VM
(4) Data Processing Concepts
(5) Basic PL/1
(6) Programming Logic
(7) APL for Analysts
(8) RAMIS File Design
(9) RAMIS Report Writing
(c) On-the-job training in OER.
Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
 Approved For Release A?Dm4Vg RT4ivLCIA &RPPAPOF A 00200310001-8
AOP VACANCY NOTICE
POSITION TITLE: OFIFICE/LOCATION:
Computer Programmer (Trainee) Office of Central Reference
Support Services Division
Headquarters Building
The incumbent will serve as a computer programmer trainee involved in
supporting information storage and retrieval systems such as RECON, AEGIS,
and Interim SAFE. Upon completion of training, the individual will be re-
quired to translate program specifications to computer logic, prepare pro-
gram instructions and test the operation for accuracy. The incumbent
would also be responsible for the maintenance and updating of production
programs.
As the individual grows beyond the trainee level, he or she may par-
ticipate in the systems process to develop and test new concepts of informa-
tion handling and design means of implementing them. Computer programmers
are often called on to prepare technical papers, present briefings, par-
ticipate on working groups and train users in system operations.
QUALIFICATIONS:
(a) Score in the 85th percentile or higher in the Aptitude
Assessment Battery: Programming test.. (Brandon Wolfe)
(b) Have demonstrated an interest in information process-
ing, computers, or automation.
(c) Have,an ability for working with details.
(d) Be able to clearly express Ideas in oral and written
communications.
(e) Be willing to undertake sustained training of a tech-
nical nature.
(f) Completion of college level courses in basic algebra,
economics, and accounting are desirable but riot mandatory.
ADMINISTRATIVE - INTERNAL USE ONLY
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 Approved For RpUIM N ST~tA~IVE3/O IN'TFRNA RPP8U10701 8000200310001-8
TRAINING:
Upon acceptance, the incumbent will be enrolled in the ODP TEC A train-
ing program and other related courses. This program is designed to provide
the essential foundation in computer technology for entry-level programmers.
The formal training consists of a series of courses which are conducted over
a six-month period. Successful completion of each course is necessary to
continue in the training program. Following completion of the formal train-
ing, the incumbent will begin a self-study program in Assembler Language Cod-
ing ( a course which requires approximately 100 hours of effort). For the re-
mainder of the year, the incumbent will be assigned as a programmer trainee
and will work under the supervision of a senior programmer. At the end of this
period, the incumbent will be expected to code, debug, and prepare documenta-
tion for computer programs of simple to moderate complexity.
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 Approved For Releas%3Rq J AgfVECb~- FfNRLI ~gp771 000200310001-8
AOP VACANCY NOTICE
POSITION TITLE: OFFICE/LOCATION:
Intelligence Analyst (Trainee)
Office of Geographic and
Cartographic Research
Ames Building
JOB DESCRIPTION:
The trainee will serve as a collateral materials specialist in the
Agriculture Team of the Environment and Resource Analysis Center. He/she
will be expected to maintain and operate a collateral information system on
agriculture in China or in Eastern Europe. The trainee must be able to ef-
ficiently screen a large volume of English 'language publications, extract
relevant material for file, and present key findings both orally and in writ-
ten form to the Team's agronomists, photo interpreters, meteorologists, and
agricultural economists. Preparation of longer written pieces as input to
Team publications will occasionally be necessary. The trainee will eventually
assist in creating a computerized collateral filing and retrieval system and
will have the prime responsibility for maintaining the system when it becomes
operational. Although guidance will be available as needed, the trainee will
be expected to work independently and to exercise sound judgment in selection
of relevant collateral material.
QUALIFICATIONS:
(a) Ability to read quickly large amounts of printed material,
to recognize and extract relevant data,, and to organize data
logically.
(b) Ability to work independently, to use initiative, and to
accept responsibility.
(c) Good memory and aptitude for working with details, and
a facility with numbers.
(d) Some experience with VM time-sharing system is desirable.
(e) Ability to communicate effectively, both orally and in
written form, with analysts with varied! academic backgrounds.
ADMINISTRATIVE - INTERNAL USE ONLY
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 Approved For RRtglpps &~l(A3/04 PsPE88&90701 R000200310001-8
On-the-job training will be supplemented as necessary with Agency
courses in area familiarization, ADP systems, statistical applications,
and use of VM time-sharing system. The trainee will be expected to take
after-duty-hours courses to gain an appreciation of basic agricultural and
phenological* processes. In order to compete for analyst positions in ERAC,
the trainee should work toward a college degree in geography, agricultural
economics, agronomy, climatology, or other appropriate field.
*crop development
ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
 Approved For Releasg l/ fflE CI ff ~1g9OaLljR000200310001-8
AOP VACANCY NOTICE
POSITION TITLE: OFFICE/LOCATION:
STATINTL
Reference Analyst (Trainee)
JOB DESCRIPTION:
Office of Central Reference
Information Services Group
Europe Division
Headquarters Building
Under the direction of a senior area reference analyst, the incumbent
will serve as a junior analyst responsible for European Organizations and
International Organizations headquartered in Europe. The individual se-
lected would be responsible for screening incoming documents, selecting
information for storage in either manual or machine files and answering re-
quests for information on these organizations and the personalities affil-
iated with them. The incumbent would be responsible for building and main-
taining basic position identification reference aids utilizing existing STATINTL
reference materials either in the Branch or the CIA Library, and interact-
ing with the OCR computer-based retrieval system. As the individual gains
experience, he/she will be required to prepare comprehensive biographic re-
ports on personalities associated with these organizations. On occasion, the
individual must be prepared to work under short deadlines to provide
With experience and training, the incumbent also will be ex-
pected to handle increasing amounts of source material in foreign languages.
The person selected will be expected to exercise a substantial and increasing
amount of independent judgment in performing these tasks.
Within the normal AOP time frame of one year, the incumbent is expected
to develop writing and language skills, area knowledge, and expertise in as-
signed responsibilities, thereby clearly demonstrating the potential needed
to make steady progress toward meeting the professional requirement of a
journeyman level (GS-11) country reference analyst position in OCR's Infor-
mation Services Group.
QUALIFICATIONS:
(a) Ability to read for sustained periods at high speed
and high level of comprehension.
(b) Perseverance and aptitude for working with details,
ability to remember details.
(c) Interest in international affairs.
(d) Interest in working with ADP systems.
ADMINISTRATIVE - INTERNAL USE ONLY
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 Approved For Re%gspIS-%y /04 -N Ll DUP 1 4701 8000200310001-8
(e) Ability to learn foreign languages. (Modern Language
Aptitude Test will be required.)
(f) Ability to express the results of research in a competent
manner both orally and in writing.
(g) Ability to work independently.
(h) Willingness to take, additional training.
Training will be accomplished on the job under the supervision of a
senior analyst. Agency instruction in ADP and effective writing will be
scheduled as required. Attendance at the Department of State Foreign
Service Institute Basic Area Course will be arranged.
It is expected that the person selected will initiate a program after-duty
hours at one of the local colleges or universities leading to a degree in either
international affairs or political science. Agency assistance will be provided
for job-related courses. Training in appropriate foreign languages (both on-
the-job and after-hours training) will also be expected.
ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
 Approved For ReleaRp R?Sy&3/04 : CIA-RDP81 B00701 R000200310001-8
S TIVE - INTERNAL USE ONLY
AOP VACANCY NOTICE
POSITION TITLE: OFFICE/LOCATION:
Imagery Analyst (Trainee)
STATINTL
Office of Imagery Analysis
Missile Systems Division
China S stems Br ch
JOB DESCRIPTION:
The China Systems Branch produces studies of Chinese missile research,
development, testing, production and deployment facilities based on all
types of imagery. The incumbent will serve as an imagery analyst responsible
for certain of these Chinese missile facilities. Substantive studies are
requested by consumers, e.g., an NFAC production office or the DDO
and
,
assigned to an analyst by the supervisor. The trainee is expected to com-
STATINTLmunicate with the requester to ensure full understanding of the requester's
ne
d
t
e
s,
o review and incorporate Dertinent collateral information (e.g.,
in the analysis, and to coor-
dinate with other imagery analysts if necessary. The trainee is also ex-
pected to work closely with the supervisor to ensure that reports are accurate,
complete, framed in the proper context, and written in accordance with the
Office publication guidelines. On occasion, the trainee may also be called
upon to present the results of analysis in a briefing.
The trainee is expected to further develop imagery analysis techniques
and expertise in his assigned areas of responsibility, and develop compre-
hensive all
-source files on these areas.
QUALIFICATIONS:
(a) Ability to solve problems and complete tasks
requiring precision and attention to detail.
(b) Ability to write well and communicate orally.
(c) College work, experience or training in photo-
interpretation, photogrammetry, map-reading, cartography,
photography surveying and planning desirable but not
mandatory.
ADMINISTRATIVE - INTERNAL USE ONLY
STATINTL
Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
 Approved For Release s 001/ 0E3/04I - l ff 9gPIA p701 R000200310001-8
TRAINING:
Extensive on-the-job training will be provided. Subject will be re-
quired to attend a basic photointer retatian course conducted by the National
Photographic Interpretation Center This course will last
about 15 weeks. Other formal training related to writing and briefing im-
provement and orientation to NFAC and CIA structure will be provided. Subject
will also be expected to take after-duty hours college courses leading to a
degree, preferably in the earth sciences.
STATINTL
ADMINISTRATIVE - INTERNAL USE ONLY
p-6- For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
 Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
ADMINISTRATIVE - INTERNAL USE ONLY
AOP VACANCY NOTICE
POSITION TITLE: OFFICE/LOCATION:
Research Assistant (Junior Analyst Trainee) Office of Regional & Political
Anal sis
STATINTL Headquarters Building
JOB DESCRIPTION:
ORPA regards its Research Assistants as highly valued professional em-
ployees and maintains one or more positions for persons performing this func-
tion in most of its divisions. The role of the Research Assistant is to
gather the initial body of information required for various intelligence anal-
ysis projects, to maintain a watch for new data relevant to these projects, to
provide statistical compilations and computer-based record searches, and to
write preliminary assessments which can be incorporated into larger studies be-
ing prepared for publication. The effective performance of this role is highly
valued by the Office because it maximizes the time available to Intelligence
Analysts to concentrate on their primary responsibilities for the analysis of
foreign political developments and the writing of finished intelligence
products.
STATINTL
The Research Assistant's job being offered in this case is the second of
two such positions maintained An applicant
for this post should expect to work closely with the Division's Intelligence
Analysts, the majority of whom are experienced officers in the GS-13 to GS-15
grade range. He or she should also have or be able to acquire a general know-
ledge of politics and the key sources of information on this
subject area.
STATINTL This position offers the opportunity for, further advancement to a position
as an Intelligence Analyst. In order to make this transition, however, and to
subsequently compete with other ORPA analysts--who typically hold advanced
degrees--the applicant should have completed or be undertaking a college degree
program.
QUALIFICATIONS:
25X1 A of
(a) Interest in and willingness to acquire a basic knowledge
politics.
(b) Ability to work closely and well with more senior per-
sons, to follow instructions, and to take initiative when necessary.
(c) Interest in or willingness to learn research support skills
including reference searches, bibliographic compilations, and precis
drafting.
ADMINISTRATIVE - INTERNAL USE ONLY
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 Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
ADMINISTRATIVE - INTERNAL USE ONLY
(d) Interest in and some skill in writing. This can be
augmented by training as deemed necessary.
Training will be primarily on the job. Certain internal training courses
to sharpen research skills, such as writing, briefing, basic ADP, will be
scheduled. The trainee will be expected to enroll in a college degree program
in a related field.
ADMINISTRATIVE - INTERNAL USE ONLY
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 Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
NFAC NOTICE NFAC N 20-3
No. 20-3 13 December 1977
Announcement of Temporary Assignment to Key Position
Office of the Director, NFAC
In the temporary absence of the Director, NFAC, Dr. Sayre
Stevens is designated Acting Director, NFAC, for the period
26 December 1977 through 2 January 1978.
STATINTL
Distribution "A" (1-6)
Robert R. Bowie
Director
National Foreign Assessment Center
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 Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
NFAC NOTICE NFAC N 20-4
No. 20-4 6 January 1978
Announcement of Assignment to Key Position
Office of Economic Research
STATINTL
Effective 16 January 1978,
designated Deputy Director, Office of Economic Research,
vice reassigned.
STATINTL
STATINTL
obert R. Bowie
Director
National Foreign Assessment Center
Distribution "A" (1-6)
Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
 -211171
Approved For Releas@DW 1ffJ 9bW CIAUA19 1 09W11 1000200310001-8
NFAC NOTICE
No. 20-5
NFAC GRIEVANCE COUNSELORS
Reference: Personnel Handbook, dated August 1974,
Section VII, C.
Rescission: DDI N 20-153, dated 3 November 1976
NFAC N 20-5
7 April 1978
The following people have been designated as Office Grievance
Counselors in accordance with the Personnel Handbook:
O/NFAC
2F28 Hqs
5611
OPSC
7F33 Hqs
STATINTL
5731
PPG
7G00 Hqs
4042
CRG
7G25 Hqs
7225
RES
3E63 H s
7871
OIA
3N108
3156
OGCR
1202 Ames
2454
ORPA
6G00 Hqs
6062
OCR
2E6104 Hqs
6691
OSR
3G03 Hqs
7147
OWI
5G19 Hqs
7494
OSI
6F20 Hqs
5609
OER
4F29 Hqs
5081
STATINTL STATINTL
Associate Director-Mana?ement
National'Foreign Assessment Center
Distribution "A" (1-6)
ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
 Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
NFAC NOTICE NFAC N 20-6
7 March 1978
NFAC OPENING ON FEDERAL WOMEN'S PROGRAM BOARD
The Federal Women's Program Board, established in April 1975
by direction of the CIA Management Committee to enhance the status
of women in the Agency, is responsible for examining the careers of
women in the Agency and for making recommendations for improvement
to the Director of Central Intelligence. The Board is composed of
three representatives from each Directorate who serve a term of two
years.
There is an opening for a professional representative from
NFAC to the Agencys Federal Women's Program Board. Interested
applicants, men and women, should have a genuine interest in promot-
ing equality of opportunity for women and be willing to devote a
certain amount of working and personal time to Board activities.
Please contact NFAC representatives, (ext. 5107) or
(ext. 7111) by 17 March 1978.
STATINTL
STATINTL
Associate Director-Management
National Foreign Assessment Center
Distribution "A" (1-6)
STATINTL
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 Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
NFAC NOTICE NFAC N 20-7
No. 20-7 12 March 1978
Announcement of Assignment to Key Position
Office of Regional and Political Analysis
STATINTL
Effective 13 March 1978, is designated
Deputy Director, Office of Regional and Political Analysis,
vice reassigned.
STATINTL
Distribution "A" (1-6)
STATINTL
L-Robert R. Bowie
Director
National Foreign Assessment Center
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 Approved For Release 2001/03/04: CIA-RDP81 B00701 R0 `Of0Y10001-8
NFAC NOTICE NFAC N 20-8
No. 20-8 14 March 1978
Announcement of Assignment to Key Position
Office of the Director, NFAC
STATINTL
Effective 13 March 1978 was designated
Chief, Action Staff, National Foreign Assessment Center,
vice reassigned.
STATINTL
Associate Director-Management
National Foreign Assessment Center
Distribution "A" (1-6)
STATINTL
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 Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
NFAC NOTICE
No. 20-9
NFAC N 20-9
30 March 1978
Announcement of Assignment to Key Position
Requirements and Evaluation Staff
STATINTL
Effective 1 April 1978,
Chief, Requirements and Evaluation Staff, vice
reassigned.
STATINTL
is designated
Sayre Stevens
Acting Director
National Foreign Assessment Center
Distribution "A" (1-6)
STATINTL
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 Approved For Relea ~g1, _ AP P8USE 1 Boo 701 R000200310001-8
NFAC NOTICE NFAC N 20-15
No. 20-15 31 May 1978
ANNOUNCEMENT OF TEMPORARY ASSIGNMENT TO KEY POSITION
NATIONAL INTELLIGENCE OFFICER
STATINTL
STATINTL
During the temporary absence of
M is designated Acting NIO for China for the period 1 June -
15 September 1978.
STATINTL
Associate lrec or- Bement
National Foreign Assessment Center
Distribution "A" (1-6)
ADMINISTRATIVE-INTERNAL USE ONLY
Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
 Approved For Relea-9lvMt#Q-Q"PP?iLB(M7p1 R000200310001-8
NFAC NOTICE
No. 20-16
NFAC N 20-16
31 May 1978
ANNOUNCEMENT OF ASSIGNMENT TO KEY POSITION
NATIONAL INTELLIGENCE OFFICER
STATINTL
Effective 1 June 1978,
Western Europe.
STATINTL
is designated NIO for
Associate Director-Man Bement
National Foreign Assessment Center
Distribution "A" (1-6)
ADMINISTRATIVE-INTERNAL, USE ONLY
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 Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
NFAC NOTICE NFAC N 20-18
No. 20-18 22 June 1978
NFAC OPENING ON FEDERAL WOMEN'S PROGRAM BOARD
The Federal Women's Program Board, established in April 1975
by direction of the CIA Management Committee to enhance the status
of women in the Agency, is responsible for examining the careers
of women in the Agency and for making recommendations for improve-
ment to the Director of Central Intelligence. The Board is composed
of three representatives from each Directorate who serve a term of
two years.
. There is an opening for a professional representative from
NFAC to the Agency's Federal Women's Program Board. Interested
applicants, men and women, should have a genuine interest in promot-
ing equality of opportunity for women and be willing to devote a
certain amount of working and personal time to Board activities.
Please contact NFAC representatives, (ext. 7454)
or (ext. 7111) by 5 July 1978.
STATINTL
Robert R. Bowie
Director
National Foreign Assessment Center
Distribution "A" (1-6)
STATINTL
STATINTL
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 Approved For ReI N Q0V9 @4-: fN1tf ,Q a.O1 R000200310001-8
NFAC NOTICE NFAC N 20-19
NO. 20-19 27 June 1978
CONFLICT OF INTEREST
1. To ensure that there is no conflict of interest or apparent
conflict of interest, it has been determined that all NFAC employees
having knowledge of information developed from programs studying the
products of the soil, including minerals, should certify that they
have no direct or indirect financial interest in activities involving
these products which would appear to create a conflict of interest
with the official activities in which they are involved.
2. Component Chiefs are responsible for identifying those em-
ployees who should make this certification and for having them com-
plete the attached form. The names of those required to make this
certification should be forwarded to Chief, NFAC Administrative Staff,
"Eyes Only", no later than 1 August 1978. The certification will be
retained in component files.
3. This certification is in addition to the reporting of employ-
ment and financial statement some employees are required to submit
under the provisions of
STATINTL
Sayre Stevens /
Deputy Director
National Foreign Assessment Center
Attachment:
As stated
Distribution A (1-6)
ADMINISTRATIVE - INTERNAL USE ONLY
STATINTL
Approved For Release 2001/03/04: CIA-RDP81B00701 R000200310001-8
 Approved For Release 2001/03/QJR-fj1g~1 B00701 R000200310001-8
I, , as an officer, employee or
person acting for or on behalf of the Central Intelligence Agency who has
access to and knowledge of information developed from programs studying
products of the soil, including minerals, do hereby acknowledge and
certify that the following documents have been placed before me:
1. A copy of the full text of section 1905, Title 18, U.S. Code,
"Disclosure of Confidential Information."'
.2. A copy of the full text of section 1902, Title 18, U.S. Code,
"Disclosure of Crop Information and Speculation Thereon."
STATINTL
3. A copy of the full text of section 2072, Title 18, U.S. Code,
"False Crop Reports."
I further certify that I have read each of the above-listed documents and
that I do not now have nor will I acquire, any direct or indirect financial,
economic or other interest, which would create, or appear to create a con-
flict of interest with the official activities in which I am engaged or
which is based on information, intelligence, intelligence sources and
methods connected with this official activity. I fully understand that
should I allow such a conflict of interest to arise, I may be subject to
criminal penalties and appropriate personnel actions under Agency regula-
tions and the laws of the United States.
Signature
Signature
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 Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
NFAC NOTICE
20-21
NFAC N 20-21
30 June 1978
Office of the Director, NFAC
During my absence from 3 July through 13 July 1978,
Dr. Sayre Stevens is designated Acting Director, NFAC.
STATINTL
Distribution "A" (1-6)
No pert R. Bowie
Director
National Foreign Assessment Center
Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
 Approved For Release l Q4ACII PR,81,40F 1 R000200310001-8
NFAC NOTICE NFAC N 20-23
NO. 20-23 28 July 1978
PROMOTION TARGETS - FISCAL YEAR '78
STATINTL
dated 18 May 1978, required that
each career service announce a minimum annual target for promotion
of qualified people for each grade. The NFAC targets for FY 1978
are:
From Grade
Number to be
Promoted
GS-18
0
GS-17
0
GS-16
2
GS-15
5
GS-14
27
GS-13
48
GS-12
67
GS-11
70
GS-10
49
GS-09
39
GS-08
40
GS-07
44
GS-06
33
GS-05
35
GS-04
72
GS-03
35
GS-02
0
STATINTL
Associate Director-Management
National Foreign Assessment Center
Distribution "C" (1-3)
ADMINISTRATIVE-INTERNAL USE ONLY
Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
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NFAC NOTICE
No. 20-24
NFAC N 20-24
26 July 1978
ANNOUNCEMENT OF ASSIGNMENT TO KEY POSITION
NATIONAL INTELLIGENCE OFFICER
STATINTL
Effective 31 July 1978, is designated NIO
for Near East and South Asia, vice reassigned.
STATINTL
STATINTL
Associate Director-Management
National Foreign Assessment Center
Distribution A (1-6)
ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
 Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8
NFAC NOTICE NFAC N 20-25
No. 20-25 9 August 1978
NATIONAL FOREIGN ASSESSMENT CENTER CAREER SERVICE SYSTEM
Rescission: NFAC N 1-3, dated 13 March 1978
The purpose of this notice is to "Introduce certain changes in the
personnel management system of the Nat=ional Foreign Assessment Center
which are intended to broaden career opportunities and promote greater
flexibility in the use of Center personnel.
A. Career Designators
All employees of the National Foreign Assessment
Center (NFAC) are members of the NFAC Career Service
and carry the "I" career designation. For adminis-
trative purposes sub-designators may be used to iden-
tify the component Career Service Panel responsible
for certain aspects of personnel management as spec-
ified in this notice.
B. NFAC Career Service Board
1. Membership
The NFAC Career Service Board is composed of the
following:
Chairman - Associate Director for Management
Vice-Chairman - NFAC Executive Officer
Members
Director, Office of Central Reference
Director, Office of Economic Research
Director, Office of Geographic and
Cartographic Research
Director, Office of Imagery Analysis
Director, Office of Regional and
Political Analysis
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Director, Office of Scientific
Intelligence
Director, Office of Strategic Research
Director, Office of Weapons Intelligence
Director, CIA Operations Center
Chief, COMIREX
Chief, Current Reporting Group
Chief, Publications and Presentations Group
Chief, Requirements and Evaluation Staff
Representative, National Intelligence Officers
Secretary - Chief, NFAC Administrative Staff
2. Functions
Members of the Board will advise the Chairman on
the following as appropriate:
Formulation of Center personnel policies.
Review of NFAC Personnel Handbook annually.
Ranking of supergrades for potential annually.
Ranking of GS-15s for potential and promotion
annually in June and review of promotion
rankings in December.
Review of recommendations of the NFAC Assign-
ments Panel.
Review of sensitive personnel matters where
action by NFAC is indicated or is re-
quested by a member of the Career
Service Board.
Review of recommendations of the NFAC GS-14
Ranking and Promotion Panel.
Review of recommendations of the Performance
Review Panel.
C. NFAC Assignments Panel
1. Membership
Chairman - To be appointed by the Chairman, NFAC
Career Service Board, from the Career Service
Board membership.
Permanent Member NFAC Career Development Officer.
Ad Hoc Members - The panel chairman will designate
the components to be represented at each meet-
ing as matters before the panel dictate.
Designated members must include representatives
from the component of assignment, specialty or
others having responsible interest. Other
components, not so designated, may be repre-
sented at their initiative.
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Secretary - Personnel Officer assigned to NFAC
Administrative Staff.
2. Functions
Recommend to Chairman, NFAC Career Service
Board, candidates for NFAC Representative
and other overseas positions from those
nominated by component heads.
Recommend to Chairman, NFAC Career Service
Board, personnel for inter- and intra-
Directorate rotational assignments of
one year or more from vacancy notice
applicants or those nominated by com-
ponent heads. This is not intended to
discourage or preclude bilateral arrange-
ments for rotations to meet specific
needs of offices.
Recommend to Chairman, NFAC Career Service
Board, the approval of personnel for
extended training and for other training
when a quota is levied on the NFAC.
Consider and make recommendations to Chairman,
NFAC Career Service Board, for the
assignment of personnel returning from
rotational assignments or extended training
of one year or longer, excluding
bilateral arrangements (above).
3. Responsibilities of NFAC Career Development Officer
When the Assignments Panel sits to consider
candidates for rotational assignments or training,
the NFAC Career Development Officer will brief the
members on the qualifications of each candidate.
The Career Development Officer is also responsible
for contacting personnel on rotational assign-
ments nine months before their scheduled return
to notify them of pending consideration by the
Assignments Panel for future assignment. Before
Panel consideration, the Career Development
Officer will solicit the returnee's views on
future assignment and will discuss possibilities
of assignment with the returnee's parent office
as well as others. Results of this process will
be presented to the Panel for its consideration.
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D. NFAC GS-14 Ranking and Promotion Panel
1. Membership
Chairman - Appointed by Chairman, NFAC Career
Service Board, from the membership of the
Career Service Board.
Members - A representative of each member of
the Career Service Board.
2. Functions
Review component ranking of all GS-14 officers
and prepare an NFAC-wide ranking in July/August
for potential and promotion, and review the
promotion rankings in January.
Review the office nominations for promotion
of GS-14 officers and make recommendations to
the Chairman, NFAC Career Service Board, in
July and January.
E. Component Career Panels
Component Career Panels will rank for promotion and overall
performance/potential all professional and technical employees
GS-07 through GS-15, including those officers on detail to
other components, excluding personnel in the AOP during their
year of training and the first year following their conversion
to professional status. The rankings for employees at
grades GS-07 through GS-13 must be done annually and forwarded
to the Secretary, NFAC Career Service Board. Rankings will be
reviewed in six months prior to the semi-annual promotion date.
The rankings of GS-14s and GS-.15s will be done in accordance
with Sections B and D of this notice.
Each component will iSSUE! an annual announcement concerning
the functions, rules and guidelines followed by its Career Panel.
Panels will be guided by the criteria and policies described in
the NFAC Personnel Handbook.
F. Performance Review Panel
The functions of the Performance Review Panel are contained
in NFAC N 20-30.
STATINTL
Associate Director-Management
National Foreign Assessment Center
Distribution "B" (All Employees)
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NFAC NOTICE NFAC N 20-26
No. 20-26 9 August 1978
NFAC COMPARATIVE EVALUATION FACTOR SYSTEM
This Notice forwards Comparative Evaluation Factor Forms which will
be utilized throughout NFAC effective 1 October 1978. These forms have
been developed in the interest of a more uniform ranking system for
professional employees throughout the National Foreign Assessment
Center. One form will be used to rank professional employees at grade
GS-14 and GS-15 and the other for professional employees GS-07 through
GS-13.
Scores from the CEF Form will be recorded on the Ranking Work Sheet
(attached). Employees will not have access to the work sheets but on
request will be advised of their rankings.
All employees are encouraged to study the individual factors on
which their competitive ranking will be based.
STATINTL
Distribution "B" (All Employees)
Associate Director-Management
National Foreign Assessment Center
Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200310001-8