DDP EVALUATION SYSTEM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R001000040020-8
• Release Decision: RIFPUB
• Original Classification: U
• Document Page Count: 3
• Document Creation Date: December 19, 2016
• Document Release Date: December 12, 2001
• Sequence Number: 20
• Content Type: OUTLINE

Approved For Release 2006/08/31 CIA.-RDP82-00357-R001000040020-8
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DDP Evaluation System
In 1970 the Clandestine Service implemented the
Evaluation Board system of competitively evaluating its
personnel. The purpose of the evaluation is to identify
officers with both high and low performance. The members
of the Evaluation Boards and Panels are picked from each
staff and division and are relieved of their responsibilities
upon completion of the exercise. Panel members are senior
by two grades to employees being evaluated. Evaluation
Boards and Panels are convened annually for each grade
group GS-08 and above.
I. Major Responsibilities of the Evaluation Board:
A. Identify officers who merit promotion on the
basis of competitive rankings
B. Identify officers who on the basis of potential,
performance and lack of qualifications rank in
the lowest percentile of their grade group
C. Review all available records -- official files,
CSPS files and Home-base files
1. Primary factors to be considered:
a. Quality and level of performance
b. Growth potential
c. Personal characteristics and qualifications
2. Other factors:
a. Conduct and suitability
b. Nature and type of service
c. Training assignments
d. Medical and security information
e. Information not in Personnel files
f. Quality of Fitness Reports (consistencies/
inconsistencies)
3. Other considerations:
a. Determine whether documented criticisms/
detriments are outdated
b. Value of the individual to the CS and
potential usefulness
c. Vietnam service
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II. Major Responsibilities of Individual Panels:
1. Rank employees in order of merit as advice
to the Evaluation Board in making its promotion
recommendation to the DDP.
2. Rank employees in the middle as well as low
percentile categories.
3. Make suggestions on career development deemed
necessary for any employee, i.e. training,
rotational assignments, etc.
NOTE: Divisions and Staffs indicate a rank-order utilizing
their own systems. These rankings are considered to be advisory
and panels are not bound by them. If there is a serious
divergence between the panel's findings and a component ranking,
the panel chairman will consult with the component and attempt
to reconcile the difference.
4. Use a numerical composite score method of ranking
approved by the DDP.
B. Panel Composition/Categories
1. Evaluation Board consists of three panels
reviewing officers of same grade group according
to functional categories.
2. Panel A - Review of officers engaged in reports,
requirements and analytical work.
3. Panel B - Review of officers engaged in operations
(operations generalists and operations specialists).
4. Panel C - Review of officers engaged as specialists.
III. Function of the Evaluation Board:
A. Upon completion of panel deliberations the Board
chairman and chairman of the functional panels meet
as a Board to review the work of the panels and if
necessary, re-evaluate the highest and lowest percentiles
and establish a final ranking.
B. Make specific recommendations when necessary, regarding
training or assignments to improve an officer's future
use to the CS.
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C. Suggest Quality Step Increases.
D. Forward all findings to the Deputy Director for Plans.
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