(UNTITLED)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000800180007-2
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 8
• Document Creation Date: December 9, 2016
• Document Release Date: April 24, 2001
• Sequence Number: 7
• Content Type: CHART

StApprove#4~'n,A&eTe a ~ U~'iy g ftjR 9 8bO 98O~ e
eer
For each Career Service estimate yearly profess-
ional separations within each grade.
Prepare a grid of estimated yearly cumulative
professional vacancies in each grade.
Modify OP loss estimates and prepare revised grid
of yearly cumulative professional vacancies
(all grades).
Prepare grid of cumulative opportunities for up-
ward movement within Directorates and Agency.
S E E I L L U S T R A T I O N
Office T Each
of Career
Personnel Service
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 Approved For Relggpq 201 /0 L4UAS -2~9D3b?6 0800180007-2
PROBABLE CUMULATIVE PROFESSIONAL HEADROOM IN EACH GRADE. .CAREER SERVICE
During 1970 - 1979*
Grade
FY 1970 - 1974
FY 1975 - 1979
Total'
1970 -
of
Individuals
1970
1971
1972
1973
1974
Total
1975
1976
1977
1978
1979
Total
1979
GS-16
1
1
GS-15
4
2
1
1
8
)'GS-14
5.
1
2
5
4
17
GS-13
10
4
8
7
9
38
{
GS-12
17
7
8.;
7
10
49
(Com
plete a
s shotin
for FY
1970-1
974)-
GS-11
14
9
10
7
11
51
GS-10
-.3
9
10
7
11
-34
GS-09
9
9
10
7
11
46
GS-08
- 2
9
10.
7
11
35
GS-07
13
9
10
7
12
51
'0TAL
67
57.
70
56'
80
330
Consists of cumulative vacancies plus spaces (plus or minus) available in 1970.
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 Approved For Release 2001/08/02 : CIA-RDP82-00357R000800180007-2
Step 2: Estimate Differences in Career Services & Agency Between
Opportunities for Upward Movement in the 1970's & Number
of Professionals Having Potential For Advancement & Development.
Office
Each
Actions
of
Career
Other
Personnel
Service
1
Determine for each careerist having potential if he is promotable one
or more times within next ten years and in what years.
X
Determine amount of yearly upward movement needed in each grade to
handle promotable employees.
X
3
Compare yearly number of promotional opportunities within each
grade and yearly number of promotable people to determine problem
areas. (Identify which grade levels in which years.)
X
Assist Career Services in performing items above and prepare
composite of need for upward movement within Directorates and Agency.
X
X
S E E I L L U S T R A T I O N
NOTE: Items 1 and 2 are suggested methods only for examination of each careerist's potential for
one or more advancements in decade. Individual Career Services may prefer other techniques.
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 Approved For Relg~" 2001/984Q ;.,?1 -.FM$pg,QQIE-69800800180007-2
PROMOTIONAL HEADROOM NEEDED IN EACH GRADE. CAREER SERVICE
During 1970 - 1979
FY 1970 - 1974.
FY 1975 - 1979
Total
Promotion
1970
,To,
1970
1971
1972
1973
1974
Total
1975
1976
1977
1978
1979
Total
1979
Gs-14**
5. .
6
9
11
7
38
1
-13
- 19
14
11
23
11
78
GS-12. .
25
11
14. .
7
8
65'
(Com
plete a
s shown
for FY
1970-19
74)
GS-11
11
13' .
19
6
9.
58 .
Gs-10
, 6
8.
3
5
4
26
?
GS-09
5
5
9
10
i6
45
f-08***
6
8
7
9
30
WAL
71
63
73
69
64
340
The annual promotional headroom needed within a Career Service at each grade is composite of all professional
careerists expected to become ready for promotion within a given year. "Promotional readiness" of each profes-
sional careerist. is a qualitative judgment of the Career Board, taking into account the time-in-grade he has
already served and whether he will move up on a fast track TIG;'on an average track TIG; a slow track TIG or
not at all. (Prior to plotting the number of promotions which each individual careerist should be expected to.
become ready for within the next 10 years, the Career Board would establish separate TIG norms for fast, average
and slow tracks. In establishing-such norms, the Career Board should decide upon appropriate TIG norms according
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to the "good of the service," without regard to the number of vacancies that will be available.)
It is assumed that the desired GS-15 and GS-16 spaces are mainly based upon organizational considerations
rather than the Judged promotional readiness of careerists.
GS-08 assumed to be first level to which professionals are promoted.
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 Approved For RelealM 29,01108/02 : CIA-RDP82-00357R000 W1 07-2
.STEP 2. I-L-L-U-S-T-R-A-T-I-O-N
ESTIMATED PROMOTIONAL HEADROOM FOR PROFESSIONALS
-IN CAREER SERVICE VERSUS ESTIMATED PROMOTIONAL HEADROOM NEEDED
Move-
ment
GS-16
GS-15
GS-14
GS-13
GS -12
GS-11 & 10
GS-09 & 08
Total GS-08
thru GS-14
FY 1970 - 1974
Promotional
Headroom
Available
Promotions
Headroom
Needed
1
8
(9)
38
49
(87)
85
81
(lfi6)
270
NA*
NA*
38
78
65
(1)
84
75
(159)
340
Differ-
ence
(Short
or Long)
Promotional
Headroom
Available
FY 1975 - 1979
Promotional
Headroom
Needed
Difference
(Short or
Long)
* Not applicable. It is assumed that the desired GS-15 and GS-16 spaces are
mainly based upon organizational consideration, rather than the judged promotional
readiness of SP designees for such positions.
NOTE: From Tables 2 and 3, can construct same data for each
year during 1970 - 1979.
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 A pPc~v4 Fob 2ft1 2 hTGl eEt[Pb8 VPf%1 ( Ole 2problem
Areas Within the Career Services and Agency During 70's.
Ascertain what if anything should be done about observable in-
balances between promotionable opportunities and promotable
employees.
When appropriate, estimate future levels and categories of new per-
sonnel 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 per-
sonnel on board.
Prepare a Career Service Situation Report for submission to
Deputy Director concerned.
-------------
Assist Career Services to prepare a composite Situati
on Report for
each Directorate and the Agency. Evaluate Agency personnel
and facilities re adequacy in meeting identifiable policies
problem areas.
reas.
Office Each
of Career
Personae Service
Take actions and consider policy changes arising from Agency, Dir-
ectorate and Career se
r
vice Situation Reports.
Each Career Service Board
DTR
Deputy Directors
Executive Committee and Ex. Dir-Comptroller
Li
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 Step ; Ascertain &p oyveed F ~
for New & Md esponsi a es
~t'Cji f'p 6( 'j't0'% 0~ig0 rive Their Capabilities
p oyee ve opmen eare to Management Needs).
Office
Each
Actions
of
Career
Other
Personnel
Service
Determine how many careerists need to be developed annually to meet
expected future Career Service personnel flows.
X
Consider what each professional careerist who has potential to advance
one or more grades (discussed in step 2) needs in the form of specific
job experience(s); specific rotational experiences(s); or training
(internal and/or external) to develop him for future movement upward.
X
Combine individual job/training needs as outlined in item above into
3
Career Service inventories of training and assignment requirements
and use as assignment and training opportunities arise or can be
arranged.
X
Assist Career Services as requested and prepare Directorate composite
inventories of training and assignment requirements. Likewise pre-
pare Agency inventories.
X
Take follow-up actions required:
Each Career Service Board
X
5
D/TR
X
Deputy Directors
X
Executive Committee and/or Ex. Dir-Comptroller
X
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