PERSONNEL(Sanitized)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000900010007-9
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 6
• Document Creation Date: December 12, 2016
• Document Release Date: May 21, 2002
• Sequence Number: 7
• Content Type: REGULATION

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STATINTL
7. GRIEVANCE SYSTEMS. This regulation is issued
under section 8 of Public Law 81-110 as amended (50 U.S.C.A.
403j) and sets forth basic rules applicable to employees in
presenting a grievance to Agency management,
a.' POLICY. The Agency will create conditions of
employment and a working environment conducive to employee
satisfaction and to effectiveness in the accomplishment of
the Agency's mission. It is Agency policy that employees
have'the opportunity to present job-related grievances with
freedom .from restraint, coercion, or reprisal, and that the
Agency grievance system provide for the prompt, competent,
and just consideration of such grievances, Insofar as
possible, the resolution of grievances will be accomplished
informally and at the lowest appropriate administrative
level. Because the circumstances of grievance appeals, the
investigative action, and the appeals process vary with each
situation, time frames for resolution are not established in
A
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this regulation. Persons concerned in the grievance process
at all levels are responsible for acting as promptly as
possible while insuring complete and objective review and
determination,
b. DEFINITION. A grievance is an oral or
written request by an employee, or a group of employees
acting as individuals, for relief from dissatisfaction with
working conditions or other matters subject to the control
of Agency management'. .
C. PROCEDURES
(1) Employees are expected to seek a solution to
a grievance informally and have the right to seek advice or
to discuss the possible grievance with Agency officials other
than the immediate supervisor should they wish to do so.
Normally, grievances will be presented in accordance with
the internal procedures specified by each component.
.(2) An employee dissatisfied with attempts to
informally resolve a grievance may initiate formal grievance
procedures. The employee must then summit the grievance
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in writing in accordance with component grievance system
procedures, providing sufficient detail to (a) establish
the basis for the grievance and (b) establish the specific
relief requested.. A deciding officer, as established by
each component grievance system, will attempt to resolve
the matter and advise the employee in writing of the
findings.
(3) When the component grievance procedure
fails to satisfy the employee, the employee concerned has
the right to request the Director of Personnel to conduct a
review. The Director of Personnel will evaluate the
grievance, the efforts taken to settle the grievance, and
will present written recommendations to the employee and the
deciding official of the component. This report will provide
an independent assessment of the issues, and where possible,
suggest new actions which might be taken toward a settlement.
.'(4). Employees may appeal the deciding official's
decision through the Inspector General to the Director of
Central intelligence. The Inspector General will conduct
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an inquiry of a nature and scope appropriate to the issues
involved in the grievance. A report of findings and
recommendations will be submitted to the Director of
Central intelligence who upon consideration of the entire
record will render a decision which will be final.
d, RESPONSIBILITIES
(1) The Director of Central Intelligence is the
deciding official under formal grievance procedures on any
appeal of an employee grievance.
(2) The Inspector General will receive and review
all formal grievance appeals referred to that Office and
forward them with. recommendations to the Director of-Central
Intelligence -for final decision. The Inspector General will
review any grievance received directly from an employee,
without regard to the normal chain of command. This direct
channel to the Inspector General is not meant to. discourage
the use of the normal chain of command but is intended to
provide an alternative where normal procedures in the
opinion of the aggrieved employee would be futile or
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counterproductive,
(3) Deputy Directors and Heads of Independent
Offices will establish uniform grievance procedures for
their components consonant with the provisions of this
regulation,
(4) The Director of.Personnel, upon request from
the employee concerned, will review employee grievances
under formal grievance procedures to determine possible
alternative solutions when a satisfactory adjustment is not
reached within the employee's component. Employees may also
request the Director of Personnel's advice and guidance
concerning informal grievances,
(5) Supervisors are responsible for processing
properly presented grievances promptly and fairly,
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