DATA PREPARED BY OP FOR USE BY EACH CAREER SERVICE IN CONNECTION WITH PERSONNEL MOVEMENT AND MANAGEMENT PROGRAM IN THE 70'S

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000800180006-3
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 6
• Document Creation Date: December 9, 2016
• Document Release Date: April 24, 2001
• Sequence Number: 6
• Content Type: CHART

Approved For Release 2001/08/02 : CIA-RDP82-00357R000800180006-3
DATA PREPARED BY OP FOR USE BY EACH CAREER SERVICE IN CONNECTION WITH
PERSONNEL MOVEMENT AND MANAGEMENT PROGRAM IN THE 70's
Projections Cover Grades GS-11 Thru GS-18 (EP's Not Included) -a/
Career
Service
Projected Personnel Losses
f(Mand. Retire.
count
Elig. Retire. Predicted
Count 2I Retirements
x
x
x
x x
x x
x x
x
x
x x
x x
x x
x x
x x
x x
Projected Promotional
Cum. Spaces Cum. Spaces
(Mand. Retire.(Pred. Retire.
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Seps . _J 'I Only) +Other Seps. )
x x
x x
x x
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Calculations were based on latest machine data available (30 April 1970).
E/. Per Agency policy
c Per statutes
number of the larger Career Services. Predicted tretir enlevelssist Mefhodestimated
Used for a prediction to be
of a
retirements and. reduced mandatory retirements for stipulated grade ( p
explained to personnel representative of each Career Service for which predictions were prepared.)
J Straight-line projections of FY 1970 non-retirement separations applicable to Career Service at designated
grade levels.
Services data n
No projections were made of other separa~~es`t~ll be made available to CareeCr
retirement separations in Fl 1970, by grade,
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STEP 1: ESTIMATE OPPORTUNITIES FOR UPWARD MOVEMEN'T'
Action
For each Career Service estimate yearly professional separations
within each grade.
Prepare a grid of estimated yearly cumulative professional vacan-
cies in each grade.
Modify OP loss estimates and prepare revised grid of yearly cumu-
lative professional vacancies (all grades)
Career
Service
Prepare grid of cumulative opportunities for upward movement
within Directorates and Agency.
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STEP 2: ESTIMATE DIFFERENCES BETWEEN OPPORTUNITIES FOR UPWARD
MOVEMENT AND NO. PROFESSIONALS HAVING POTENTIAL FOR
ADVANCEMENT
Determine for each careerist potential for promotion one or more
Career
1
times within next ten years and in what years.
Service
Determine amount of yearly upward movement needed in each grade
2
to handle promotable employees.
Career
Service
Compare yearly number of promotional opportunities within each
3
grade and yearly number of promotable people to determine problem
Career
areas. (Identify which grade levels in which years.)
Service
Assist Career Services in performing items above and prepare com-
posites for Directorates and Agency.
OP
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STEP 3: DETERMINE ACTIONS NEEDED TO RESOLVE IDENTIFIABLE PROBLEM AREAS
Plan/propose actions on observable imbalances between promotion
opportunities and promotable employees.
Where appropriate, estimate future levels and categories of new
personnel needed after considering expected yearly input levels
and planned organizational, functional or technological changes.
Identify new skills that need to be acquired in the future by
personnel on board.
Prepare a Career Service Situation Report for submission to
Deputy Director concerned.
Assist Career Services and prepare a composite Situation Report
for each Directorate and the Agency. Evaluate Agency personnel
policies and facilities for adequacy in meeting identifiable
problem areas.
Take actions and consider policy changes arising from Agency,
Directorate and Career Service Situation Reports.
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Career
Service
Career
Service
OP3 CS, TNG
Dep Dirs, DCI
 A ~d FoW le @ I'/b~$O$ ~ ~~ b~48 E THEIR
CAPABILITIES FOR NEW AND MORE RESPONSIBLE DUTIES (EMPLOYEE
DEVELOPMENT GEARED TO MANAGEMENT NEEDS)
Determine how many careerists need to be developed annually to
Career
meet expected future Career Service personnel flows.
Service
Consider what each professional careerist whq has potential to
advance one or more grades -needs in the form of specific job Career
2 experience; specific rotational experiences; or training (internal Service
and/or external)
Combine individual job/training needs into Career Service
{ inventories of training and assignment requirements and use Career
as assignment and training opportunities arise or can be Service
arranged.
i I
Assist Career Services as requested and prepare Directorate
rt
composite inventories of training and assignment requirements.
OP
Likewise prepare Agency inventories.
5 Take follow-up actions required.
OP, CS, TNG,
Dep Dirs, DCI
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