ANNUAL PERSONNEL PLAN COMMENT SHEET

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R001000060024-3
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 3
• Document Creation Date: December 12, 2016
• Document Release Date: May 13, 2002
• Sequence Number: 24
• Content Type: STATEMENT

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STATEMENT OF PURPOSE
1. The Annual Personnel Plan develops fiscal year goals as targets
for action in significant areas of personnel management. The Plan and
progress thereon are reported to the Director in statistical terms for
his use in evaluating the Agency's personnel management operations.
APP's are developed individually for each of the five Career Services
and are the responsibility of the Heads of those Career Services, re-
flecting their commitment to the stated goals, Carefully prepared APP
Reports provide the Director with a detailed picture of the plans and
progress o:: each Career Service in areas of major personnel management
concern. As initially developed at the Career Sub-Group level, APP Reports
provide the Fead of each Career Service an equally detailed picture of the
significant personnel management objectives of those Sub-Groups. At each
echelon, the reviewing officer has the opportunity to evaluate the goals
presented and to revise them where needed to insure that they conform with
and support the personnel management objectives of the Career Service and
of the Agency.
2. The objective of the Annual Personnel Plan is the establishment
of goals,'i.e., specific targets of accomplishment. The APP is not merely
a statement of personnel projections. Three major steps must be considered
carefully in the preparation of an effective and meaningful APP.
a. There must be an understanding of the program objectives
and priorities of the Career Service, and of the Agency, with an
awareness of what is needed in the area of personnel management
to achieve them.
b. There must be careful review and a sound understanding
of the current personnel situation and those actions which will --
or do -- affect it.
c. There must be positive consideration and the development
of personnel management objectives which in their implementation
will provide maximum contribution toward Agency goals.
Total manpower goals in the APP should not exceed the manpower resources
in the FY 75 Program.
CONTENT OF THE ANNUAL PERSONNEL PLAN REPORT
1. Apart from a few format revisions and an entry for the evaluation
of FY 74 goals, the data presented in the Annual Personnel Plan Report for
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FY 7475 is basically the same as that in the original APP. The new
Report format is divided into five parts.
I - On-Duty Strength Statistics. An overall report of
on-duty strength and goals, including the gross count of various
actions, such as gains, losses and promotions, which affect the
year-end result.
II - Manpower Statistics. Reports of planned personnel manage-
ment actions in significant areas. It is, in effect, an analysis
of the detailed developments which make up the overall manpower
picture.
III - Training. A summary of training plans for the fiscal
year, including those for CORE courses, an itemized listing of
language training plans and a statistical report of overall
language capability.
IV - Equal Employment Opportunity. A report of the goals
established for certain specific facets of the EEO Program.
V - Background Statistics. A report of past year statistics
in several areas of personnel management pertinent as background
for the development of future plans.
2. Most of the charts in the FY 7475 APP Report have been prepared
to provide for an evaluation of the progress toward the FY 74 Goals. The
data for the "goals" line will be that stated in the FY 73/74 APP Submis-
sion. If any of these goals have been changed by formal amendment to the
Director of Personnel, use the amended figure and note in the margin that
it is an amended figure. Changes which resulted from arithmetical or
other errors on the original report and which were amended before the final
APP Report was prepared for the Director need not be noted as such. The
FY 74 Achievements figure can be obtained from the pertinent Computer Listings
which will be made available. -It is suggested, however, that components
may wish to check their own records to insure the accuracy of achievement
reports.
3. As in the previous APP, the applicable computer run providing
the fiscal year data is noted in the reference listing for each chart.
Several new listings are included which are designed to provide as much
information as possible in a format easily transferable to the APP charts.
The "Other Racial Minority" information is provided by Listing Number 24+9 -
a coded name list identifying Black, Oriental, Spanish surnamed, male and
female personnel. It will be necessary to determine the "Other Racial
Minority;! Oriental and Spanish surnamed :personnel, by hand count. The
computer count of Orientals should be accurate, but the Spanish surnamed
report is new (required by CSC) and may not be complete for a particular
component. If it is not, and additional personnel in this category have
been identified, an adjustment should be made to the number provided in the
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'LINISTRATIVE - INTERNAL USE ONbW
Listing, and a note made in the margin of the report to indicate the
change. This will assist those who collate the information and who may
have reason to check the computer listings for comparative purposes.
SCHEDULE FOR APP REPORT SUBMISSIONS
1. The FY 74+/75 APP Report is due to the Director of Personnel by
3 September 1974. The format for the Report is being distributed in June
to allow sufficient lead time for proper planning and the establishment
of meaningful goals. The FY 74 Achievement figures will cover the entire
fiscal year and will include June actions. That information which is in
the computer will be on the Listings dated 30 June 197+ which will be
distributed o/a 15 July.
2. Scheduling and deadlines for receipt of the Career Sub-Group reports
should be programmed by the respective Career Services to allow time for
careful review at the Directorate level and for the revision of Sub-Group
goals if deemed necessary. While most of the consolidated Career Service
APP statistics will equal the total of the Sub-Group submissions, some
will reflect only Career Service goals. The correctness of the base data
and the arithmetic should be carefully verified to avoid problems with
subsequent reviews and the Agency consolidation.
3. With the distribution of the FY 74+/75 APP forms, meetings will be
arranged to explain the intent and format of the Report, and the use of
the computer listings in facilitating the preparation. Thereafter, repre-
sentatives of the OP Review Staff will be available to answer questions
and assist in the preparation of the Reports.
ADMINISTRATIVE - INTERNAL US-- ONLY
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