PERSONNEL MANAGEMENT SYSTEMS STUDY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP81M00980R001900080023-9
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 13
• Document Creation Date: December 16, 2016
• Document Release Date: May 27, 2005
• Sequence Number: 23
• Publication Date: November 7, 1978
• Content Type: MF

Approved For Release 2005/07/14: CIA-RDP81 M00980R
D/EEO
egislative Counsel.
Inspector General
Public Affairs
FYI -- would like your
support and ideas etc. to assure
this, is .a successful effort
that truly gets at Agency
Personnel Management issues.
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 P ? s.?' ' ~: tg f F ? = ' EM~ou ve Registy
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OLC
7NOV 8a/C
OY6~ a_~,/
1 7
MEMORANDUM FOR: Deputy Director for Administration
Deputy Director for Operations
Deputy Director for National Foreign Assessment
Deputy Director for Science and Technology
Chairman, Executive Career Service Board
FROM : Deputy Director of Central Intelligence
SUBJECT : Personnel Management Systems Study
1. As you all know the Director has endorsed the proposal
that we undertake a major and thorough examination of the CIA's
personnel management system by a group of experts from outside
the Agency. After considerable thought it was decided that the
most productive approach would be to contract with the prestigious
National Academy of Pithl ii- Arlmini ctratinn for the services of four
eminent consultants in the field of public personnel management and
administration. We have now done this and I think we are indeed
fortunate to have obtained the services of four distinghished prac-
titioners in this field to perform this chore for us -- iv'Ir. Bertrand
Harding, Ambassador Carol Laise, Mr. George S. Maharay and Mr. Richard
Chapman. Their biographic resumes (attached) attest to their cre-
dentias to do the job.
2. It may well be that the product of the effort will precipitate
substantial change in our personnel systems -- or it may be that only
some "fine tuning" is needed. In any event because it has been many
years since the foundations of the current system were established I
am sure most will agree that a new overall examination is justified
if not overdue. I aim. confident that all Agency executives and mana-
gers will respond sincerely and conscientiously to the questions and
information requirements posed by these consultants.
3. In order to assure that all employees understand clearly the
purpose and scope of this effort I am attaching a copy of the pro-
curement request, the accepted proposal of the Academy and the bio-
graphic resumes of the individuals who will do the actual study. I
wish you would reproduce this document with attachments and give it
wide distribution among the employees of your career services.
STAT
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4. Within a day or two of the arrival of the consultants on
board I expect to ask them to meet with each of you for a general
orientation discussion of the organization, missions, functions,
personnel complement and personnel management systems of your
Directorate or Career Service. The earlier the study group gains
a clear understanding of the organization, its activities, and the
personnel systems now existing in the Agency the more rapidly will
they be able to proceed with their task. I trust that each of you
will be candid and constructive in your criticisms of the current
systems as well as in the defense of the status quo.
5. I I my Special Assistant, is the CIA
project officer for this contract and I would ask that each of
you designate and provide him with the name of a senior official
to act as your Directorate or Career Service focal point officer
responsible for assuring Directorate responsiveness to the require-
ments of the study cro The ro offices will he in Room 2C.29,
a senior Agency
secretary, has been designated the support assistant for the group
until they have completed their task. If you have any questions
now or later, I suggest you contact either or me.
We will do our best to resolve any problems which arise.
rant Car ucci
Attachments:
A. Biographic Resumes
B. Procurement R eQuest
C. Accepted Proposal of Academy
cc: D/Personnel
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 ( NATIONAL ACM)J Y (
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1225 Connecticut Acenuc, N.W. Washittuton, t).C. 20036
202/659-9165
.Central Intelligence Agency
Washington, D.C.', 20505...
Gentlemen:
I am taking:this-,opportunity to-.-.offer the. services.
-of.' the National Academy of Public Administration (NAPA)
to assist the Central Intelligence Agency in reviewing
J.t.s pe sonnel--. m i iag# ment system ? to m- et the Age-nc y' s
present and future needs.
The specifics on the proposal are enclosed. I
would be glad to'discuss this proposal in more detail
should you desire.
GHEljrnw
Encl.
Sincerely, Geor
e r
g
zer
Executive Director
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ARlllate ' [Tonal Academy of Public A,lnttni%tration Foundation uud National Inytlhrt. of Ptublic Af alrv
 Appro l el&Ts@W05/07/44]. CI/ RBP81M0-t} OROWMQ080023=9-
Proposal
To examine the total Agency. personnel Management .system-
.and issues. and problems associated. with it fog the-purpose. o#_
providing advice and assistance to the-Deputy Director of
Central Intelligence. A final report-with recommendations
for designing and implementing a CIA Personnel Management
:System,that. will. meet present and future Agency needs. will-
be- provided. All of the reviewing activities will be under-
taken with a recognition of the special-sensitive needs of
the Agency as well as the welfare and career needs of employees.
The National Academy of Public Administration (NAPA)
team will be composed of persons wl).o'have had significant
experience in dealing with a variety-of personnel systems
in several government agencies and have dealt with and/or
conducted research on organizations having a significant
percentage of professional personnel including
and engineers.
Basic Assumptions
scientists
1 In view of the sensitive nature of Agency activities,
NAPA team members will be cleared and will comply with se-
curity requirements in the same manner as if they were Agency
employees. .
2. All work will be performed zit CIA fleadqua.rters;
.offico space, equipment, and clerical support needed will be
provided by CIA.
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 3. Al( :eports. and research will{ the property of
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CIA anal-no distribution of the reports or research will be
mad to anyone other than a person or persons designated
by the Deputy Director.
4. The team will have access to personnel policies,
.guidelines, regulations, instruct; ons,_ studies and-other
data necessary to complete its work; however, data on
numbers, -geographic, locations of employees, etc. will,
normally not be requested or given to team members.
5. ... Discussions.with. managers.and. individual. employees
will be held confidential by the team members, but in>_or-
oration gathered in such discussions will be used in developing.
findings and recommendations.
Proposed Activities
1. The team will review on Site at CIA Headquarters
the existing personnel management system and its operation
anc will discuss the system and its operations with managers
and employees .i all career services and in selected con-
ponents of the Agency. The team will conduct similar dis-
cussors- either individually-or- as a team with key officials
in the central management activities of the Agency.
2. The team will specifically review and comment on
the following personnel management functions, although their
review and comments are not limited to these areas:
-- recruitment
-- management trr_iiri1,)cq
-- promotion s r
ystems including performance evaluation
and competitive ranking procedures. Composition,
criteria and number/types of people reviewed by
various personnel panels will also be includ d
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 y no ice procedures
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career L:. anning and co:..ns~ ~.~ n procedures, and
personnel policy development and' implementation_
The team will give recognition to the specialized needs,
in terms of functions and occupations, of' the various compo-
nents of the Agency in developing its
its recommendations.
reports
and in making-
3. The team will develop a draft report which will
include:
a. basic findings-concerning effectiveness of
present system
principles upon whit?-. revisions, if necessary,
should be based
c. basic concepts for revising various aspects of
the present personnel management system and
options, if and where appropriate
d. organizational concepts for any proposed
revisions and sugestions for implementing
any changes.
4.= A- draft report--will' be- presented to and discussed
with persons designated by the Deputy Director. Status reports
will be provided to the DDCI at formally scheduled intervals
during the conduct--of the report.
5_ A final report will be prepared by the team and-
submitted to the Deputy Director. The?report will be appro-
priately classified by CIA. No copies are to be retained by
any team member or by NAPA. All working papers produced or
used by the team remain the property of CIA.'
(The team will be available to assist in further revision and
implementation after February 15, 1979, if desired.)
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 ApprW i"l=cr e-20 51O1/i t* nCIPF4RDP8.tMO0980R001900080023-9
Assistant Team Leader - Ambassador r Carol. >
~.. C. Laise.
-- Mr. Harding will be available on a- nart--tire
Team Member and Staff C:oordiriator - George S. Maharay
Time Schedule - o/a February 15., 1979 (or 90 calendar days after
work starts)
-- Ambassador Laise will be available to December-15,,.1978
t_v LCI.:Cill1JC-'r 1, -Li/ti and essentially full-time thereafter
-- Mr. Maharay will be available full-time ..to February 15,.
1979 (or 90 calendar days after work starts)
--.Addit.ionally, Mr. Richard Chapman will he..available as
necessary and appropriate from November 15, 1978 to
FebruE>ry .15, 1979.
Proposed Budget
Carol Laise:
10
Bertrand Harding:
-40
George Maharay:
60
Richard Chapman:
30
days
@ $185
$ 1,850
days
@ $185
7,400
days
@ $180
10,800
days
@r$242
7,260
Overhead: 75% of Personal Services
Fee: 10%
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