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Document Number (FOIA) /ESDN (CREST): 
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Document Creation Date: 
November 17, 2016
Document Release Date: 
July 5, 2000
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Publication Date: 
April 20, 1974
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PDF icon CIA-RDP82-00357R000700080002-9.pdf425.1 KB
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 Approved For Release 2000/08/07 ?CIA_Rpp r !1 K nn w vim rs...P ww tF- .+...y ~.~ Rr LAiui ..._ ;. 4 _ . Approved For Release 2000108/07: CIA-RDP82-6957R000700080002-9 Page Two 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. Approved For Release 2000/08/07 : CIA-RDP82-00357R000700080002-9. . I Approved For 80002-9 . _ Page Three 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 Approved For Release 2000/08/07 CIA-RDP82-00357R000700080002-9 it dict'a ~ A i $m. ;s.1 0002-9 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 Approved For Release 2000/08/07 : CIA-RDP82-00357R000700080002-9 N . ~r _ . r ? - nn tyr p p yyL5{{ y ss pp {1Ej ~-~ 1[f Yid Y, J J.J ryM I.S. l _ 4 . HL. L;p ~ CIF .Y 9 1M . Y -fit It Approved- For Re* ase 2000/08/07 : CIA-RDP82-0&MiR0007000&0002-9 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 -RA 00080002-9 Approved For c - ?tt ff 1J ~C Vile:;! Y.f :rla1 ~~ Ls Li [.t J'J.):i~LL:J V 1} , Approved For Release 2000/08/07 : CIA-RDP82 00357R0007000800-- Rill Wa 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 Approved For Release p200P/08/0.x :..-Clf -RDPCJ40357c000700080002-9