PERSONNEL MOVEMENT AND MANAGEMENT PROGRAM (PMMP)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000800180050-4
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 6
• Document Creation Date: December 9, 2016
• Document Release Date: April 24, 2001
• Sequence Number: 50
• Content Type: REPORT

Approved For Release 20W/08/02 : CIA-RDP82-00357R00080018 5O-4
PERSONNEL MOVEMENT AND MANAGEMENT PROGRAM (PMMP)
Purposes of PMMP
Improve succession and leadership planning by estimating turnover in
senior positions and identifying and developing prospective candi-
dates.
Stimulate the systematic personal development of individual employees
in accordance with management's assessment of personal needs and to
the extent feasible with the expressed interest of'employees.
Increase the participation of Deputy Directors in the process of
executive and personal development.
Conform to requirements of the Federal Guidelines for Executive Develop-
ment by estimating turnover in executive positions; identifying and
developing potential replacements; increasing their versatility by
exposure to different kinds of experiences; and effectively utilizing
training resources for personal development.
Approved For Release 2001/08/02 : CIA-RDP82-00357R000800180050-4
 Approved For Release 20QM08/02 : CIA-RDP82-00357R0008001894if0-4
PERSONNEL MOVEMENT AND MANAGEMENT PROGRAM (PMMP)
Development of Executives and Pre-Executives
Products
Executive Candidates
Roster (EXEC) and
Executive Develop-
mental Training and
Assignment Require-
ments List
Procedures
Each career service to complete review of
officers in the Grades GS-15 through GS-17
expected to leave the Agency during
FY 1973-1976 and identify candidates GS-13
and above as potential replacements
(ordinarily two or more prospects). To
the extent practicable each career service
to evaluate the positions GS-15 and above
that will become vacant during FY 1973-1976
and to focus on the principal character-
istics or requirements essential to effect-
iveness in each of these positions identi-
fied. Some of the career services may be
required to estimate turnover and the
need for replacements in one or more of
the Grades GS-15 and above by total numbers,
rather than by individual vacancies in such
grades.
Each career service to evaluate personal
developmental needs of each EXEC candidate,
taking into consideration (1) the special
requirements of the position or positions
concerned when applicable and (2) the de-
sired developmental improvements or exper-
ience specifically applicable to the indi-
vidual concerned.
Each career service to forward EXEC Roster
and EXEC Executive Developmental Require-
ments List to Deputy Director concerned.
Each Deputy Director to review materials
with Heads of Career Services concerned.
Each Deputy to forward Directorate Execu-
tive Development Program to ExDir-Compt.
(with Deputy's comments).
Approved For Release 2001/08/02 : CIA-RDP82-00357R000800180050-4
 Approved For Release 20QM08/02 : CIA-RDP82-00357R00080018 0-4
Procedures
ExDir-Compt. to meet separately with each
Deputy on his Executive Development Pro-
gram.
ExDir-Compt to meet with Deputies as mem-
bers of EMRB in discussion of Agency
Executive Development Program.
Approved For Release 2001/08/02 : CIA-RDP82-00357R000800180050-4
 Approved For Release 2001/08/02 : CIA-RDP82-00357R000800180050-4 PMT Form 1
Date
Career Service
Executive Candidates Roster (EXEC) for FY 1973-FY 1976
(Roster to be Prepared Annually)
TURNOVER OF SENIOR PERSONNEL IN GRADES GS-15 THROUGH GS-17
ESTIMATED
YEAR OF
VACANCY
FY--x76),
GRADE
(Gs-15
THROUGH
GS-17) A
EXPECTED VACANCIES
(INDIVIDUAL VACANCY BY TITLE OR NU.45.,/ER
BY ORGAN./FUNCTIONAL CATEGORY)
DATE OF
LAST
PROMOTION
DATE OF
MAND.
RETIRE.
Approved For Release 2001/08/02 : CIA-RDP82-00357R000800180050-4
 PMMP Form 1
Approved For Release 2001/08/02 : CIA-RDP82-00357R000800180050-4
A/ First, show for FY 1973 all expected vacancies in GS-17 through GS-15 resulting from officer separations (in
descending grade order); then present information for years FY 1971+-FY 1976 in same way.
B/ Vacancies in each year during FY 1973-FY 1976 will arise from the departure of senior officers during the same
time period. Their names should be attached to this Form. It may be impossible or impractical to identify the
specific positions that they will actually vacate at the time of their separation. Moreover, if officers are
filled within a career service, the retirement of a GS-17 officer would also create additional vacancies at
the GS-16 and GS-15 levels and a GS-16 vacancy would create an additional vacancy at the GS-15 level. These
additional vacancies should be kept in mind and plotted at the GS-16 and GS-15 levels in this Form. Whenever
known and appropriate, the job or jobs that would be vacated each year by the separation of an officer GS-15
through GS-17 should be shown. In some career services it may be sufficient to show the total number of
vacancies by organization or functional groups, rather than specific titles, that will have to be filled
each year. Perhaps a combination of the two approaches can be used; i.e., positions at Grade GS-17 and numbers
by functional groups at the GS-16 and GS-15 levels.
C/ It is suggested that two or more candidates should ordinarily be identified from among employees GS-13 and
above for each identified job vacancy. (Twice as many candidates as the total number of estimated vacancies
per organizational or functional group should ordinarily be identified when this method of estimating is used
in lieu of identifying vacancies by position title.)
Prospects may be designated from outside the career service. The same employee may appear as a candidate for
more than one vacancy expected to occur during FY 1973-FY 1976. (The testing, coaching, observing, and
developing of such employees should take into account the requirements of the position or the organizational
or functional grouping for which they have been designated as prospective replacements.)
If a prospective candidate is scheduled to retire within two years from the date he would incumber the expected
vacancy or is being considered to fill a vacancy for a period of two or less years, attach to this table an
explanation why he is a candidate (e.g., level of qualifications or future utilization and development). Like-
wise, attach a similar explanation in the event an employee outside the career service is designated as a
prospective replacement.
D/ The Head of the Career Service is asked to evaluate the advancement potential of each candidate appearing
in this Roster and to insert the appropriate number in this column: 1 - one grade; 2 - two grades; or 3 -
over two grades.
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 Name of
Executive Candidate
To Be Developed
Approved For Release 2001/08/02 : CIA-RDP82-00357R000800180050-4
Career Service
EXECUTIVE DEVELOPMENT TRAINING AND ASSIGNMENT INVENTORY
Substantive, Managerial and Professional
Job Assignments, Experiences and Orientations
Action(s) and Purpose(s)
FMNIP Form 2
Date
Training (within Career Service, OTR, External
College, etc.) and other Developmental Actions
Action(s) and Purpose(s)
Approved For Release 2001/08/02 CIA-RDP82-00357R000800180050-4