PERSONNEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000600080018-3
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 10
• Document Creation Date: December 9, 2016
• Document Release Date: July 5, 2000
• Sequence Number: 18
• Content Type: REGULATION

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PERSONNEL
24. MANAGEMENT OF SPECIALLY QUALIFIED SCIENTIFIC PERSONNEL
a. GENERAL. This paragraph prescribes the policy and responsibilities
pertaining to the Agency's personnel management and pay system for
specially qualified personnel assigned to selected scientific
positions associated with high priority national intelligence
requirements.
b. POLICY. It is Agency policy to attract, motivate and retain
highly competent scientific personnel. Of these, a small percentage
occupy specially designated scientific (SPS) positions and are
remunerated in accordance with a Scientific Pay Schedule (SPS). SPS
employees, specialists in the physical, biological, medical or
engineering services, occupy one of the following categories of SPS
positions:
(1) Scientific advisor to managers of organizations engaged in
either (a) exploratory research for the discovery of new con-
cepts, phenomena, and theories providing the genesis of new
technologies applicable to the intelligence process, (b) appli-
cation of new technological advances in designing, developing
and fabricating prototype hardware/software systems, equipment,
devices and techniques for intelligence purposes, or (c) the
analysis, evaluation and production of foreign scientific
intelligence responsive to high priority national intelligence
requirements and the shaping of United States foreign policy.
(2) Team leader, project manager, or first line supervisor responsible
for the technical management of research projects of an office-
wide research program as characterized in b(l) above.
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(3) Combined position of advisor and technical manager with responsi-
bilities for major scientific programs.
c. DESIGNATION OF SPS POSITIONS. Each SPS position is designated
on organizational staffing complements by title and occupational
code used for comparable General Schedule (SPS) positions, with the
prefix "SPS" but excluding the GS grade level equivalent: e.g.,
Physicist SPS-1310.04-00.
d. PAY RATES. Pay for SPS personnel range from the minimum rate for
GS-16 to the highest rate for GS-18. Pay steps for the Scientific
Pay Schedule equate to the GS pay steps for GS-16 through GS-18
as follows:
Scientific Pay Schedule General Schedule
Steps 1 through 4 GS-16, Steps 1 through 4
Steps 5 through 8 GS-17, Steps 1 through 4
Step 9 GS-18
Pay applicable to SPS pay steps will be adjusted automatically
when there are changes in the corresponding GS pay steps.
e. QUALIFICATION REQUIREMENT FOR SPS POSITIONS. To be considered
for., SPS position an individual must have broad and significant
experience in the major scientific field related to the positions.
The experience may have been obtained in Government, private industry,
academic institutions and professional societies or organizations.
Individuals must also have demonstrated their ability to either
administer scientific programs, conduct research, or provide con-
sultation of a very high order in the specialized branch of the
scientific field. Additional factors in the consideration of a
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candidate for assignment to an SPS position are academic background,
publications, activities in professional societies, general reputation
in the scientific field, and present salary.
f. RESPONSIBILITIES
(1) The Director of Central Intelligence is responsible for:
(a) Establishing SPS position ceilings for the Agency and for
each directorate within the overall Agency staff manpower
ceiling authorized each fiscal year by the Congress and
the Office of Management and Budget.
(b) Authorizing increases in the Agency ceiling for SPS
positions with the approval of the Office of Management
and Budget.
(c) Approving the establishment of SPS positions within the
authorized ceiling.
(d) Approving appointments to personnel to SPS status and the
reassignment of SPS personnel between directorates.
(e) Approving promotions. from SPS step 4 to step 5 (equivalent
to GS-16/4 and GS-17/1) and from step 8 to step 9
(equivalent to GS-17/4 and GS-18/1).
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PERSONNEL
(2) Deputy Directors are responsible for:
(a) Recommending to the Comptroller, as part of their budget
submissions, estimates of SPS positions and personnel
required for their areas and, when necessary, recommending
any revision to such budget submissions.
(b) Recommending appointments to SPS status and desired pay
steps, through the Director of Personnel, to the Director
of Central Intelligence for approval.
(c) Recommending promotions from SPS step 4 to step 5 and
from step 8 to step 9, through the Director of Personnel,
to the Director of Central Intelligence for approval.
(d) Recommending promotions to SPS steps 2 through 4 and steps
6 through 8 to the Director of Personnel for approval and
processing.
(e) -Submitting SPS vacancy reports and SPS personnel reassign-
mentproposals to the CIA Supergrade Review Panel.(see
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(f) Taking effective action to attract, motivate, and retain
competent scientific personnel.
(3) The Director of Personnel is responsible for:
(a) Determining that proposals for SPS positions included in
staffing complements (see are consistent with the
mission and functions of an activity and that personnel
with special scientific qualifications are required at a
level embraced by the Scientific Pay Schedule.
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PERSONNEL N
(b) Assisting Deputy Directors in the recruitment and internal
selection of qualified personnel to fill SPS positions.
(c) Documenting and evaluating qualifications of proposed SPS
assignees and SPS candidates for promotion in coordination
with the Deputy Director concerned.
(d)
(e)
(f)
Determining appropriate individual pay steps, placing
emphasis on the qualifications and capabilities of the
individual as they relate to the duties to be performed.
Ensuring that directorate SPS ceiling^ are not exceeded.
Establishing SPS positions on staffing complements upon
approval of the Director of Central Intelligence.
(g) Recommending action to the Director of Central Intelligence
on all appointments and promotions of SPS personnel from
SPS step 4 to step 5 and from step 8 to step 9.
(h) Approving recommendations from Deputy Directors for pro-
motions to SPS steps 2 through 4 and steps 6 through 8,
and processing appropriate personnel actions.
(i) Approving intra-directorate transfers and deletions of
SPS positions, and recommending action on inter-directorate
transfers of SPS positions through the Comptroller to
the Director of Central Intelligence.
(4) The Comptroller is responsible for:
(a) Reviewing program and budget submission estimates of
scientific personnel requirements to determine consistency
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with approved Agency missions, programs, overall personnel
ceilings, and budget considerations; and in consonance with
the Director of Personnel forwarding recommendations to
the Director of Central Intelligence for increases in
ceiling for scientific personnel that would be in excess
of the Agency SPS ceiling.
(b) Reviewing requests for reallocation of SPS ceilings be-
tween directorates and forwarding such requests with his
recommendation to the Director of Central Intelligence.
DISTRIBUTION: AB
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24. MANAGEMENT OF SPECIALLY QUALIFIED SCIENTIFIC PERSONNEL
a. GENERAL. This section prescribes the general policies and responsi-
bilities pertaining to the Agency's personnel management and pay
administration system for specially qualified personnel assigned
to selected scientific positions associated with high priority
national intelligence requirements.
b. POLICY. It is Agency policy to attract, motivate and retain
highly competent scientific personnel. Within this Agency pool of
scientific personnel resources, a small percentage of such indi-
viduals are governed by the provisions of a management and pay
system which provides for a Scientific Pay Schedule (SPS) and
specially designated scientific (SPS) positions. SPS employees
are specialists in the physical, biological,medical, or engineering
services and occupy one of the following categories of SPS positions:
(1)
Scientific advisor to line management of a scientific research
and/or development organization that engages in either (a)
exploratory research resulting in the discovery of new concepts,
phenomena and theories that provide the genesis for the develop-
ment of new technologies applicable to the intelligence process,
(b) application of new technological advances in the design,
development and fabrication of prototype hardware/software
systems, equipment, devices and techniques for intelligence
purposes or (c) analysis, evaluation and production of foreign
scientific intelligence, or
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(2) Team Leader, Project Manager or first line supervisor
responsible for the technical management of research pro-
jects which are within the framework and totality of an
office-wide research program and as characterized in (1)
above, or
(3) Combined advisory and technical manager positions with responsi-
bilities related to major scientific programs.
c. DESIGNATION OF SPS POSITIONS. Each SPS position will be designated
on organizational staffing complements by the normal title and
occupational code used for comparable General Schedule (GS) posi-
tions, with the prefix "SPS" but excluding GS grade level equivalent,
e.g., Physicist SPS-1310.04-00.
d. PAY RATES. The pay range for SPS personnel will be from the mini-
mum rate of GS-16 to the highest rate of GS-18. Pay steps within
the Scientific Pay Schedule will be equated with pay steps for
GS-16 through GS-18 as indicated below:
Scientific Pay Schedule General Schedule
Steps (1) through (4) GS-16, Steps 1 through 4
Steps (5) through (8) GS-17, Steps 1 through 4
Step (9) GS-18
Pay applicable to SPS step rates will be automatically adjusted on
the basis of any future changes in the corresponding GS step rates.
e. QUALIFICATION REQUIREMENTS FOR SPS POSITIONS. Individuals con-
sidered for assignment to SPS positions must show that they have
broad and significant experience in the major scientific field
related to the position, e.g., physics, chemistry, electrical
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engineering, medical, biological. This experience may have been
obtained in Government, private industry, academic institutions,
professional societies or organizations, and must clearly show that
the individual possesses a comprehensive knowledge of the principles
in administering scientific programs or in conducting research or
consultation of a very high order in the specialized branch of the
scientific field. Factors which are considered are academic back-
ground, publications of the applicant, activities in professional
societies, general reputation in the scientific field, and present
salary.
f. RESPONSIBILITIES OF THE DIRECTOR OF CENTRAL INTELLIGENCE. The
Director of Centrall Intelligence will
(1) establish SPS position ceilings for the Agency and for each
Directorate within the overall Agency staff manpower ceiling
authorized each fiscal year by the Congress and the Office of
Management and Budget;
(2) authorize increases in the Agency ceiling for SPS positions
with the approval of the Office of Management and Budget;
(3) approve establishment of SPS positions within the authorized
ceiling;
(4) approve appointments of personnel to SPS status and the re-
assignment of SPS personnel between Directorates;
(5) approve promotions from SPS step 4 to step 5 (equivalent to
GS-16/4 and GS-17/1) and from step 8 to step 9 (equivalent to
GS-17/4 and GS-18/1).
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 3796 DATE- cto er-Ig75-
SUBJECT: (Optional)
STA INTL Proposed Revision o - Management of Specially Qualified Scientific
Personnel
FROM: EXTENSION NO.
FORM
3-62
Regulations Control Branch
TO: (Officer designation, room number, and
building)
TATINTL
-imir
626 C of C
dpQs not necessarply,eguate,to)ein
rvuvvvv vv i o
^ SECRET ^ CONFIDENTIAL ^ USE ONLY UNCLASS,I'F D
OFFICER'S
INITIALS
25X1A
^ CONFIDENTIAL ^ SECRET
COMMENTS (Number each comment to show from whom
to whom. Draw a line across column after each comment.)
Mary,
The subject proposal is at-
tached for your comments. We
have made some editorial
suggestions that-necessitate
your review before we forward
the proposal to the: coordinators.
Do you believe it is ap-
propriate to downgrade this
paragraph from Confidential to
Administrative - Internal Ilse
Only?
We hope the suggested editori 1
changes meet with your approval.
May we have your response at
the earliest convenience.
Ed,
We've reworked your re-write of
Most of the revisions
were to provide emphasis (such as
in. 24-b the lead-in with "small per
centage" indicates that it is truly
a limited number), to change the
tense to present and active (a fail
ure of our original), etc.
There are a few additions . . .
the end of 24-b(l) to spell out the
necessai scope of the activity of
analysis, evaluation, et al. In
24-e the requirement is for a demon
stration of ability, not just pos-
se i.nssse g knowledge. (Feel knowledge