ADDITIONAL ANALYSIS OIA COULD PERFORM IN NON-SINO/SOVIET COUNTRIES WITH ADDITIONAL RESOURCES (U)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82T00285R000200050001-8
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 3
• Document Creation Date: December 19, 2016
• Document Release Date: October 2, 2006
• Sequence Number: 1
• Publication Date: May 18, 1979
• Content Type: MF

Approved For Release ~220006/10/03 :SyIlR9P82T00285R000200050001-8
Aril Ilrlrsthllo 1')P, r,;it
Centrui Intelligence Agency
National Foreign Assessment Center
Office of Imagery Analysis
OIA-48/79
18 May 1979
MEMORANDUM FOR: Deputy Director, NFAC
SUBJECT . Additional Analysis OIA Could Perform in Non-Sino/Soviet
Countries with Additional Resources (U)
1. As you requested in our meeting in late March, we have examined
the issue of how many additional analysts OIA could effectively use for
work on non-Sino/Soviet countries over the next five years. Our estimates
were made without regard to any resource constraints. We also examined
how we could best train these people, and the impact of the training
costs on productivity. (U)
2. In my memorandum to you dated 5 April 1979, I stated that about
35 percent of our on-board analytical effort -- or roughly 30 analysts --
was spent in 1978 on non-Sino/Soviet countries. The geographical breakdown
of this effort was as follows: East Asia/Pacific -- 30 percent; Middle
East -- 21 percent; Africa -- 17 percent; East Europe, -- 15 percent;
Fast Asia -- 10 percent; and the remaining 7 percent scattered over the
rest of the world. The major topical breakdown of the effort was roughly
as follows: conventional forces -- 52 percent; nuclear proliferation/
strategic delivery systems -- 16 percent; and economic topics -- 12
percent. The remaining 20 percent went to DDO and DDS&T collection
operations. (C)
Projected Resource Needs and Their Use
3,. The following table shows the number of OIA analysts devoted to
specific non-Sino/Soviet substantive topics in 1978 and the number. we
project that we could effectively use over the next five years:
Warning Notice
Intelligence Sources and
Methods Involved (WNINTEL)
Derivative Cl By 027972
I 1 Decl C*evw on 18 May 1999
Secret Derived From B9c2. 12
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Criteria for Ranking Clericals
1. Job Performance - The degree to which the individual's
execution of job skills satisfies component standards of accuracy,
completeness, timeliness and rate or quantity.
*Rating 1-9
2. Job Skills - The degree to which the individual has mastered
the skills required by the job.
Rating: 1-9
3. Communications - The ability of the individual to express
himself verbally and/or in written form.
Rating - 1-9
[To establish a weighting scheme to give emphasis to the first three
items, double the point value]
4. Interpersonal Relations - The extent to which the individual
successfully relates to and works with others.
**Rating 1-9
5. Judgment - The degree to which the individual makes effective
decisions, particularly when faced with unusual circumstances.
Rating 1-9
6. Initiative - The degree to which the individual devises,
undertakes and organizes action.
Rating 1-9
7. Potential - The capacity of the individual for further
development, growth and advancement.
Rating 1-9
Ratings are weighted in favor of those criteria that are of the
greatest importance.
*A score of 1 is unsatisfactory and a score of 9 is outstanding.
**A score of l is unsatisfactory and a score of 9 is outstanding.
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