MANAGEMENT OF SUPERGRADE PERSONNEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000600080033-6
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: July 5, 2000
• Sequence Number: 33
• Content Type: MF

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Approved Fq,&Rele ,, - 82-0038000600080033-6
MEMORANDUM FOR: Executive Director-Comptroller
SUBJECT . Management of Supergrade Personnel
1. Although this Agency is named as one exempt from the proposed
Federal Executive Service, we have been examining that legislative
proposal for its potential influence on our operations and to determine
whether it contains features suitable for adoption by Agency management.
We have concluded that the proposal offers nothing which would enhance
the management authority of the Director. Our personnel program has
the essential flexibility for executive management which the proposed
Federal Executive Service would give to other agencies. Agency
regulations provide that "the Director of Central Intelligence will
determine the number of Agency personnel who may hold supergrade rank,"
- and -- "an employee will hold supergrade rank for such time as the
Director may determine, regardless of the nature of the duties
performed."
2. The proposed FES provides periodic reviews of supergrades
to determine their continuance at that level; and, we were reminded
that our current program does not include such reviews. This Agency
had something of the sort when the initial appointment of supergrades
was "temporary" and their conversion to "permanent" status was based
upon a subsequent review of their performance at that level. I am
persuaded that our current program is deficient in not providing for
some such review. Yet, considering the overall circumstances of
senior Agency executives, I believe it would be inadvisable either
to convert them to limited contract status as the FES would do or to
reestablish "temporary" supergrade appointments.
3. Instead, I suggest that the Director advise the Deputy
Directors each year by memorandum of his continuing desire that
senior executive positions be manned by the best qualified officers
available. In that memorandum the Director would ask the Deputies
to review the performance of supergrade officers under their jurisdiction
and to advise him whether or not each, by name, should continue to
hold his supergrade rank or be displaced. The Director would express
his intent to consider such advice and to retire if eligible or down-
grade those officers whom he determined should be displaced for the
good of the service. Any downgrading resulting from such action by the
Director would be accomplished with salary retention for two years
80033-6
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after which the individuals concerned would be reduced to an appropriate
salary at their lower grades.
Li. I believe such periodic reviews would be of great benefit in
maintaining high-quality staffing of senior executive positions by
providing an orderly system for effecting replacements at those levels.
They would eliminate any basis for failure to take necessary displace-
ment action. Such reviews can be conducted without changing present
Agency regulations. If you agree that such action is desirable I
shall prepare rosters of the supergrade officers under the jurisdiction
of each Deputy Director together with appropriate transmittal memoranda
for signature by the Director.
Harry B. Fisher
Director of Personnel
Executive Director-Comptroller Date
Approved For Release/,p~,~G~~FP82-003578000600080033-6
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