IMPROVING COMMUNICATION WITHIN THE OFFICE OF PERSONNEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R001000040036-1
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 4
• Document Creation Date: December 19, 2016
• Document Release Date: December 12, 2001
• Sequence Number: 36
• Publication Date: July 8, 1974
• Content Type: MF

Approved For Release 2006/08/31: CIA-RDP82-00357R001000040036-1
8 July 1974
MEMORANDUM F'OR: Director of Personnel
SUBJECT Improving Communication Within
the Office of Personnel
The following is a list of recommendations for
improving communication between the Director of
Personnel and all MP Careerists:
1. Distribute Vacancy Notices for all
OP positions.
2. Encourage office and/or unit meetings in
order to pass along OP or Agency
information.
3. Advise MPers in foreign field of personnel
changes at Headquarters. For example,
notify all MPers overseas of the recent
promotions.
4. Index, cross reference and encourage wide
distribution of the Office of Personnel
Memoranda and Notices. In some cases, the
information in OPM's and OPN's should be
announced Agency-wide. An example of this
is the recent notice regarding elimination
of three year Career Provisional status.
5. Encourage wider participation in the Skills
Sessions. Insure all MPers see the Skills
Session agenda each year. Provide MPers
an opportunity to suggest courses they would
like to see presented or eliminated. Reflect
Skills Session attended on the Bio Profiles
in the OPF or if this is not workable keep a
record in the MPers Soft File held by the CMO.
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ADMIN/INTERNAL USE ONLY
6. Publish a summary of each Skills Session
and distribute to all MPers.
7. Conduct small, off the record, RAP
sessions. Suggest one per month with
12 participants including two OPAGers.
OPAG volunteers to set up the first
four of these RAP sessions as a pilot
project. It should be noted that we will
invite the participants in order to
facilitate a good cross section of MPers.
We do not anticipate making the RAP sessions
into gripe sessions.
8. Conduct RAP Luncheon. This can be done as
in 7 above but would be sponsored (Dutch
treat of course) by the Promotion Panel
members as well as the Director of Personnel.
9. Utilize the OPGRAM as a vehicle to publish
OP promotions, reassignments, panel members,
upcoming training and who is going, and
OPAG activities. Reflect in the OPGRAM
the recommendation in six above. Report
the status of recommendations presented
at the Personnel Officers Conference.
10. Clarify the Chain of Command for Personnel
Officers. Does he take all his problems
to the CMO? We recommend that the three
DD's or the Executive Assistant act as
sounding boards for Personnel Officers
with problems.
11. Insure that results of policy decisions
made on the Chief level are passed down
to the Indians in a timely manner so that
the Indians (unit P0's) can act effectively.
For example, if all MPers had attended the
Skills Session on LOI's before they became
mandatory, then much confusion would have
been eliminated.
ADMIN/INTERNAL USE ONLY
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12. Interview either formally or informally
all MP Careerists especially those out-
side main OP so that if a problem occurs
the officer would feel comfortable enough
to come directly to the Director of
Personnel or his designate to discuss the
matter.
Chairwoman
Office of Personnel Advisory Group
ADMIN/INTERNAL USE ONLY
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Approved For Release 2006/08/31: CIA-RDP82-00357R001000040036-1