A SYSTEM TO IDENTIFY OCCUPATIONAL AFFINITY GROUPS IN THE AGENCY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000700080002-9
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 6
• Document Creation Date: November 17, 2016
• Document Release Date: July 5, 2000
• Sequence Number: 2
• Publication Date: April 20, 1974
• Content Type: REPORT

A SYSTEM TO IDE'TTIFY OCCUPATIONAL
AFFINITY GROU'P'S IN THE AGENCY
-REFERENCE: PASG Memo of 30 Novenber 1973 to DCI
Paragraph 8 of referent memorandum' directs attention towards
ascertaining the feasibility of establishing a computerized system
for identifying employee groups having common functions or occupa-
tional specialties, i.e., along the lines of a modified Military
Occupational Specialty (MOS) System, to:
a. facilitate quick access to machine stored information
about employees with certain cy _lifications or com-
bination of qualifications, and
-permit useful statistical. comparisons of individuals
in affinity groupings irrespective of location.
Hopefully, the advantages sought by this concept could be achieved by
modifying the existing programs relating to the Agency's Occupational
Code and Qualifications Records Systems. In this respect, however,
referent memorandum recognized the separate and distinct operations
of the Agency's Occupational Code System and the Qualifications Record
System and the incompatibility and inadequacies of the systems as
presently constituted to serve as a fully integrated vehicle to
achieve the purposes desired. Similarly, the experience of an early
coding structure (mid-1950's) which actually incorporated MOS codes
disclosed serious shortcomings to the use. Independent series defini-
tions and updatings by the military services created vexing problems,
inconvenience, and confusion in'search and retrieval operations. These
same incompatibilities which are the result of the different applications
of systems--among the services are attendant today. Therefore, in de-
termining the feasibility of establishing a system to accomplish the
purposes noted above, interest was concentrated on use of the Qualifi-
cations Records System.
STAFF AND PROPOSAL
The Qualifications Record System can be utilized to develop and
establish "Affinity Groups" which identify employees having common
BACKGROUND
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functions, gpecialti'es, or qualifications. Conceivably such an arrange-
ment could enable optimal consideration of qualified personnel in
response to special. requirements of common concern and also, for.ex-
amining the interchangeability of individuals at given levels of skill,
an attribute of the NOS system. Fundamental to this position,. however,
is the condition that the "Affinity Group" be determi.n.ed by and based
on clearly stated requirements -- the real needs -- in terms of the
human knowledge and activity (experience) needed or desired to meet
a particular situation or requirement. Given this data and approach,
application of the Qualifications Record System could assist in accom-
plishing a review of all Agency employees deemed to have the desired
skill level within a designated "Affinity Group," and presumably be
suitable for effectively accommodating various demands.
Tab A and B illustrate hypothetical creation of two (2) "Affinity
Groups" which are titled, "Geography/Cartography" and "Computer Science"
by selection of specialization codes contained in the Qualifications
Record System, which were determined i;o best represent the areas of
human knowledge and activity believed necessary or essential for meeting
requirements in these functional areas. A listing was obtained from
computer tabulations which show employees, regardless of location, who
are coded as having substantive knowledge and experience in the special
areas intentionally selected for these "Affinity Groups."
Obviously, not"all the employees listed need or should be included
in -the final "Affinity Group." In.fact, the size of the initial indexing
can be controlled and restrictgd by citing limiting factors in addition
to the specialization codes, e.g., grades, age, education, extent of
experience, overseas duty, etc. Caution should, however, be exercised,
lest the limitations exclude candidates who might otherwise prove suit-
able. In the attached hypothesized "Affinity Groups" the additio..al
.limiting factor was simply Grade GS-l4+ and higher.
For purposes of developing-the "family" of jobs which could com-
prise the two (2) "Affinity Groups" at Tabs A and B, reference was made
to the Agency's Occupational Code System and selections were taken from
its basic. and subdivision occupational series. In this context, use
of the occupational groupings found in Agency Occupational Code System
provided a type of natural association in terms of common functions.
However, the paramount aspect in constructing the "Affinity Group"
remains careful selection of specialization codes -- areas of human
knowledge and activity -- from the Qualifications Record System which
are most pertinent to the requirements, and in this manner insure full
disclosure of possible qualified candidates.
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The process described to this point produces an initial listing of
employees who can be considered when forming an "Affinity Group" (see
Listings attached to Tabs A and B). The next essential step is the
establishment of specific and defined criteria which will enable the
assignment of skill levels within the "Affinity Group". Skill levels
which-could be adopted are: High-Intermediate-Acceptable-Unacceptable.
The standards applicable to each skill level must be determined and
assigned to the employees by designated officials who are competent
and sufficiently imbued with the kno-rledge and purposes of the particular
"Affinity Group". To effectively assign the skill level, it may be
necessary for the designated officials to examine official personnel
folders as well as review the data provided in the initial listings.
When the "Affinity Group" has been formed and each member has been
assigned a skill level, the Qualifications Pecord. System can be appro-
priately modified by the addition of designated codes which will repre-
sent "Affinity Group" and skill level data. Ine modification would
permit computer input and tabulation call-up-of the data pertaining to
the established groups. Name listings or statistics for comparison or
other purposes could be obtained relevant to group and skill levels,
grades, locations, etc., and thereby greatly assist in management con-
siderations and determinations with respect to assignments, training
needs, and recruitment justification.
SUMMARY AND RECCNLMENDATIONS
It is anticipated that the `specialization codes currently contained
in the Qualifications Record System wi.ll adequately respond to require-
ments necessary or desired in forming an "Affinity Group". If necessary,
however, a specialization code can be revised or a new one devised to
accommodate a requirement. The proposal described above does necessitate
the services of officials of competence to determine the areas and purposes
of affinity groupings, the associate qualifying requisites, and conveyance
of membership. This is considered essential to insure a relevance and
validity of purpose. Personnel of the Qualifications Analysis Branch are,
of course, available to assist in the structuring and implementation of
the proposal.. It is, therefore, recommended that the objectives of
paragraph 1. a and b above be accomplished by utilization and modification
of the Qualifications Record System as cited above.
TATINTL
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TAB A
AFFINITY GROUP: Geography/cartography
Family
Geographer-Cartography
Intel Officer - Cartography
Intel Officer - Geography
Cartographer
Photogrammetric Analyst
Photograinmetric Technician
Cartographic Technician
QAB Specialization Fields
Geography
Geography, General
Desert Geography -
Economic Geography
Military Geography
Physical Geography
Tropical Geography
Urban Geography
Latin. American Geography
Mid East Geography etc.
Western Hemisphere-Geography,etc.
Cartography, General
Cadastral Surveying
Hydrography
Photomapping
Topographic Drafting
Computer mapping etc.
Cartographic Illustration
SAMPLE OF ADDITION TO QUALIFICATION CODE
----GEOGRAPHY/CARTOGRAPHY AFFINITY GROUP
----HIGH
----INTERMEDIATE
----ACCEPTABLE
---UNACCEPTABLE
Agency Occup. Code
0150.02
0150.03
0150.04
1370.01
1370.02
1370.04
1371.01
.QAB Specilization Codes
JPffi 8
J`PAA
JPO
JP
JP1~
JP12
JP18
JP20
JP22
JP28
JP68
JVAA
JVP
JV12
Jv18
JV26
JV31
Jv76
TO DESIGNATE AFFINITY GROUP SKILL
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TAB B
AFFINITY GROUP:' Computer Science
Family
Computer Science Advisor
Computer Systems Administrator,
Computer Systems Manager
Computer Operations Manager
Computer Operations Supervisor
Computer Operator
Peripheral Equip Operator Supvsr.
Peripheral Equip Operator
Computer Systems Analyst
Computer Programmer
Computer Specialist
Computer Equipment Specialist
Computer Systems Analyst-Programmer
Systems Programmer
QAB Specialization Fields
1520.03
0330.01
0330.02
0330.03
0332.01
0332.02
0332.05
0332.06
0334.01
0334.02,
0334.03
-0334.04
0334.05
0334.o6
QAB Specialization Codes
Computer Science
EDP/ADP Systems
HA20
FD20
Systems Analysis/Design
FD22
EDP/ADP Programmer
?
FD24
EDP/ADP Peripheral Equipment
FD32
SAMPLE OF ADDITION TO QUALIFICATION CODE TO DESIGNATE AFFINITY GROUP SKILL
LEVELS:
----COMPUTER SCIENCE AFFINITY GROUP
----HIGH
--- IINTERMEDIATE
----ACCEPTABLE
---UNACCEPTABLE
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Mr) MEN rprgr -7-1, -~z eeti/ _-7
MEMORANDUM FOR, Executive Officer to the Deputy Director for Administration
SUBJECT : Occupational. Affinity Groups
1. This is in response to your request pertinent o MSG 'nter'est
in the status of the identification of occupational affi groups
within the Agency.
2. As you fully appreciate, Agency Career Services have been
engaged in developing and implementing many new elements in their
personnel management programs. Considerable work and action is required
by the Career Services if they are to meet their sixteen personnel
management responsibilities. Most face. a major challenge in ensuring
that meaningful career development and management programs are implemented.
3. Career Services must sort their professional positions as they
prepare occupational ladders preliminary to any joint effort to discuss
the affinity relationship between an occupational category of one Career
Service with that of another. Following a determination by each Career
Service as to any intra-Career Service occupational affinity grouping,
Career Service representatives can then pursue the objective of identifying
inter-Career Service affinity groups. In my memorandum of 7 May 1974, to
the Secretary, CIA Management Committee, I asked the Committee to solicit
the cooperation of the Deputy Directors to identify representatives to
assist in pursuit of this objective.
4. Early in 1975 a major report is to be made to the Director
informing him of the status of the implementation of the recommendations
approved in the PASG Report. Subsequent to the preparation of that report
I expect to determine the readiness of the Career Services to participate
n identifying occupational affinity groups. Career Services should move
toward implementation of the key recommendations in the PASG Report prior
to committing their resources to this rather difficult task.
FOIAb3b
Director ofPersonnel
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