MAJOR PERSONNEL PROGRAM CHANGES BEING DEVELOPED
Document Type:
Collection:
Document Number (FOIA) /ESDN (CREST):
CIA-RDP83-00156R000600010013-7
Release Decision:
RIPPUB
Original Classification:
U
Document Page Count:
4
Document Creation Date:
December 21, 2016
Document Release Date:
June 2, 2008
Sequence Number:
13
Case Number:
Publication Date:
June 25, 1979
Content Type:
SUMMARY
File:
Attachment | Size |
---|---|
CIA-RDP83-00156R000600010013-7.pdf | 170.88 KB |
Body:
Approved For Release 2008/06/02 : CIA-RDP83-00156R000600010013-7
STAT
,t; OUTING AND TRANSMITTAL SLIP Date
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ction
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REMARKS
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DO NOT use this form as a RECORD o approvals. concurrences, disposals,
clearances, and similar actions
FROM: (Name, org. symbol, Agency/Post)
"""OPTIONAL FORM 41 (Rev. 7-76)
U.S. G.P.O. 1977-241-530/3090 Prescribed byY~GSA
FPMR (41 CFR) 101-11.206
r!~~U u LIU~ Nsyn LI
Approved For Release 2008/06/02 : CIA-RDP83-00156R000600010013-7
Approved For Release 2008/06/02 : CIA-RDP83-00156R000600010013-7
This is the first in a series of status reports that I will g e
on on the Executive Committee's review of the National Academy of
03^
Public Administration Report and^Civil Service Reform as twy may
apply to CIA.
A. National Academy oof -Pub-lic Administration (NAPA) Report
Following the submission of the NAPA Report in 'larch, we
solicited comments from organizational components, advisory groups,
and individuals. We gat thirty-three responses to this solicitation.
In general, Agency officials were supportive of NAPA's findings but
differed considerably with some of NAPA's recommended solutions-to
particular issues. l he Executive Committee met twice -iii- reviewi
the comments and out of these deliberations I have a44--~ instructed
the Office of Personnel to create a central Policy Staff and a central
Planning Staff in order to achieve some of the major '-VA Report
recommendations. In addition, the Office of Personnel is creating a
NAPA project group which will oversee the development of further
studies IDF implementing -lan fog e of the ~n fi NAPA
recommendations. Full-time representatives from each of the Directorates
have been assigned to this group, they will work under the auspices of
the new Policy Staff in the Office of Personnel. In the next months
the Executive Committee will be reviewing the papers submitted by this
project staff, a-red.,
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(SES)
B. Civil Service Reform - Senior Executive Service/and Merit Pay.
President Carter, on 13 October 1978, signed the Civil Service
Reform Act of 1978 (CSR&) which was designed to improve Government
efficiency and balance management authority with employee protections.
Among the major features of the Act are an independent and equitable
appeals process; protections against abuse of the merit system:
incentives and rewards for good work and skilled management; and more
--positive probation and removal procedures for unsatisfactory performance.
Although CIA is excluded from most of the provisions of CS'ZA, the
Executive Committee has endorsed/in concept/the incentive nay principles
underlying the Senior Executive Service and the merit nay for GS-13/-15
supervisors and managers.
A small group working) has been instructed to JIHI
tU
. cea a Senior Executive Service for CIA following the general c.~ ~,~ruc ;) `
e sr_S
# c &4ens ofnCivil Service Reform. but not limited to that.
We envision that CIA's Senior Executive Service will provide a
better framework for a tr?ct g and retaining top-level people,
ig,mu to use their abilities more productively, to pay them
according to.i-r performance and to remove promptly those who do
not perform satisfactorily. It is our intent that we d move into
this new system for executives by January lst of next year.
This same group will be examining the NAPA Report recommendations
regarding executive development with the objective of proposing -t#e
executive development policies a consistent with the new SES.
ADNI`;ISTRATIIT - INTERNAL USE ONLY
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Approved For Release 2008/06/02 : CIA-RDP83-00156R000600010013-7
ADMINISTRATIVE - I ~.;TERNTAL USE ONLY
A second major'feature of CSRA which is also being studied by the
Agency is Merit Pay for GS-13/-15 Supervisors and `?1anagers
embodies many of the concepts, principles and goals described for SES.
Because of the large number of employees affected, Federal agencies
have been given until 1981 to implement this provision of Civil
Service Reform. We hope to benefit from their experience as we
develop our own planning in this area which will, followprr completion
of the SES planning.
Frank C. Carlucci
Deputy Director of Central Intelligence
DISTRIBUTION:
ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2008/06/02 : CIA-RDP83-00156R000600010013-7