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
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PDF icon CIA-RDP83-00156R000600010013-7.pdf170.88 KB
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Approved For Release 2008/06/02 : CIA-RDP83-00156R000600010013-7 STAT ,t; OUTING AND TRANSMITTAL SLIP Date Initials Date IL ction File Note and Return proval For Clearance Per Conversation Requested For Correction Prepare Reply ir culate For Your Information See Me mment t Investigate Signature Coordination Justify-- REMARKS ' 11 ve - c6ea ~ C /J d7,*#W C' 400 ew 6Lft,0.rej0e 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., Approved For Release 2008/06/02 : CIA-RDP83-00156R000600010013-7 Approved For Release 2008/06/02 : CIA-RDP83-00156R000600010013-7 (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 Approved For Release 2008/06/02 : CIA-RDP83-00156R000600010013-7 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