FY76 ANNUAL PERSONNEL PLAN

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R001000130001-0
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 2
• Document Creation Date: December 12, 2016
• Document Release Date: March 4, 2002
• Sequence Number: 1
• Publication Date: January 20, 1976
• Content Type: MIN

Approved Fur Fete 2002105107 : C1A D1 2- O O &130001-0
20 January 1976
MINUTES OF TIDE MANAG
COMMITTEE MEETING - 14 January 1976
Subject - FY 76 Annual Personnel Plan
1. The Director requested that OTR review the APP Training
Section to evaluate the FY 75 achievements and to review its ability
to meet the FY 76 requirements. (This data was sent to OTR 9 January
1976.) He also requested a review of the AIS and the Mid Career courses
to determine possible duplication.
2. The Director discussed the GS-12 and above Lateral Entry
Program and encouraged its use as a source for broadly experienced
officers, higher graded EEO candidates, and military expertise. He
noted that with the demise of the draft few of our younger professional
personnel have the military experience necessary for certain assign-
ments in the Agency.
3. The Director asked that the reports of rotational tours and
personnel movements between Directorates be made available to the MAG
and indicated the same data for the individual Career Services should
be made available to the Directorate MAGs. He feels the information
in these reports answers many of the prevailing criticisms that there
is no opportunity to move about in the Agency.
4. The matter of the PRA was discussed with the consensus that
the whole PRA situation should be carefully monitored with special
emphasis on the two-grade PRA and the extensions of the initial PRA.
5. The Director complimented the Agency as a whole for the pro-
gress in the EEO field . . . recruitment, appointment and advancement.
He asked that a review be made of the achievements of the individual
offices and, where appropriate, that letters be prepared acknowledging
the special efforts and achievement.
6. The Director noted the amount of component training and
asked if the Deputy Directors were happy with this approach to training
needs. All commented they were tightening up on such training, and,
where possible, combining courses and melding others with related OTR
courses.
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7. The Director encouraged continued expansion of the language
program and asked the DD/I to review the possibility of establishing
language positions in CRS, OPR and OCI.
8. The Director indicated his concern with the movement of
clerical and technical personnel into professional ranks and asked
that such individuals be carefully reviewed to insure they are of the
caliber and have the potential to progress beyond the professional
entry grades by several grades.
9. The matter of identification of potential marginal and sur-
plus personnel was discussed in detail. The DCI urged where evidence is
available early in a career that the individual concerned will not be
competitive with his peers, he or she be counseled into other careers,
including those outside the Agency. He asked that next year's APP
identify the number of separations, resignations or retirements, result-
ing from counseling. The DD/I reported that last year there we-reLL] STAT
persons identified in the lowest 3% of the DDI ranking lists and most
were advised of their status and received counseling. Seventeen are
no longer with the Agency, two are in process for disability retirement,
five improved sufficiently to be removed from the list and ten are on
new assignments designed to give them the opportunity to improve their
performances. DD/O and DD/S&T reported the lower percentile identifi-
cation and counseling was in process in their Directorates, but neither
had specific information as to results.
10. In the discussions on the Merit and Awards Program, the
Director noted he felt awards of the Intelligence Star and the Intelli-
gence Cross were too closely held. He also asked that use of the
Certificate of Merit be expanded, and commented that the establishment
and subsequent use of the Career Intelligence Medal has achieved its
objective.
STATINTL
Chief" Review Staff
Office of Personnel
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