DEVELOPMENT OF NEW JOB EVALUATION SYSTEM FOR USE IN THE CLASSIFICATION OF AGENCY POSITIONS

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Collection: 
Document Number (FOIA) /ESDN (CREST): 
CIA-RDP83-01004R000100120004-7
Release Decision: 
RIPPUB
Original Classification: 
K
Document Page Count: 
21
Document Creation Date: 
December 12, 2016
Document Release Date: 
September 21, 2001
Sequence Number: 
4
Case Number: 
Publication Date: 
April 28, 1976
Content Type: 
MF
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PDF icon CIA-RDP83-01004R000100120004-7.pdf684.54 KB
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T DRAF T TINTL 2 Approved For RLtease 2002/01/08 : CIA-RDP83-01004RQa0100120004-7 a pri 9/6 MEMORANDUM FOR: Deputy Director for Auminist,,ation Deputy Director for Intelligence Deputy Director for Operations Deputy Director for Science & Technology Executive Secretary, Office of the DCI FROM . F. W. M. Janney Director of Personnel SUBJECT Development of New Job Evaluation System for Use in the Classification of Agency Positions 1. Public Law 91-216, the Job Evaluation Policy Act of 1970, directed the Civil Service Commission (CSC) to develop a new job evaluation system for use throughout the Federal Government. As a, result of this Act,the CSC established a Job Evaluation and Pay Review Task Force to study pay practices and job evaluation systems in both government and private industry. After approximately three years of study, the Task Force proposed a new system known as the Factor Evaluation System (FES). 2. In June of 1975, a study group was established in the Agency to review Agency position management and evaluation policies and practices and to recommend changes deemed appropriate. One of the recommendations made was the adoption of FES. A recent review of the Office of Personnel by the Inspector General resulted in a further recommendation that the system be adopted by the Agency. As a result of these recommendations, I am directing the Position Management and Compensation Division (P?ICD) of the Office of Personnel to proceed with the development and irr:plemeniation of a new job evaluation system similar to FES for CIA. Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For RWfease 2002/01/08 : CIA-RDP83-01004W0100120004-7 3. In the near future, PMCD representatives will contact appropriate officers in your Directorate for the purposes of explaining the new system and requesting assistance in developing position classification standards and benchmark descriptions. Since position management is the combined responsibility of the Office of Personnel and operating managers, it is my desire to have the latter participate to the fullest extent practicable in these activities. The results of these efforts will be the basis for furture position grade allocations. F. W. M. Janney Distribution: Orig - DDA (7D18, Hqs) 1 - DDI ( / E44, I Iqs ) 1 - DDO (/E22, Hqs) i - DDS&T (6E45, Ilgs) 1 - Ex Secretary (7E12, Hqs) 1 - D/Pers 1 - PMCD OP/PMCD/PS tla (29 April 1976) Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For Release 20 CIA-RDP83-01004RQQ0100f20(kQ-775 MITJ FHT:plc EVALUATION SYSTEM FOR GENERAL SCHEDULE POSITIONS GS-03 - GS-15 Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For R t' ase 2002/01/08 : CIA-RDP83-01004RQP0100120004-7 EVALUATION SYSTEM FOR ADMINISTRATIVE, PROFESSIONAL, TEQ-INOLOGICAL, CLERICAL AND TECHNICIAN POSITIONS INTRODUCTION: This evaluation system.includes all administrative, professional, technological, clerical and technician positions below the supergrade level. Position types are defined as follows: a. Administrative - This group includes occupations where employees normally are expected to have a college level education or equivalent but there is no qualification requirement for specialized subject matter education. Included are such occupations as admin- istrative officer, supply officer, budget officer, finance officer, etc. b. Professional - This group includes occupations which normally require a specialized subject matter education or a baccalaureate degree or higher in a university. Normally included are the physical and social science professions, mathematics, law, medicine, engineering, economics, etc. c. Technological - This group includes occupations whic}i normally require a specialized technical education or the necessary specialized training and experience. Positions are often associated with pro- fessional positions. Included are such positions as medical tech- nologist, cartographer, equipment specialist, many inspector positions and specialized enforcement occupations. d. Clerical, Office Machine Operators, and Technician Positions - Included are positions which are essentially of a non-exempt FLSA status and positions requiring limited specialized training but substantially less than professional qualifications. Included are all types of clerical and office machine operators as well as technicians performing work subordinate to or supportive to pro- Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For Release 2002/01/08 : CIA-RDP83-01004RU00100120004-7 fessional, administrative, or technological work. EVALUATION PROCESS FACTORS: Factors are established which measure significant and distinct characteristics of the work which are easily identified and susceptible to measurement in terms of levels. The factors utilized are: 1. Job Requirements - This factor measures the nature and extent of knowledges, skills, and abilities needed to perform the work. 2. Difficulty of Work - This factor measures the complexity or intricacy of work and mental demands, i.e., judgements, originality and other mental efforts required as affected by the, quality and relevance of guidelines. 3. Responsibility - This factor measures the assistance and control provided by the supervisor, the level of decision making, the consequence of error, the scope and effect of the work including the impact on the accomplishment of organization activities. 4. Personal Relationships - This factor measures the nature and effect of work relationships with others including the importance of such relationships to the success of the organization. 5. Environmental Demands - This factor measures degrees of physical effort and environmental impact on the work. BENCHMARK POSITIONS Benchmark Positions are descriptions of positions which have been evaluated under the system and are used as standards for com- parison and validation of ratings in the course of the evaluation process. Positions of all types and grades are used in the system so ;L Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For M ease 2002/01/08 : CIA-RDP83-01004RQD0100120004-7 that for comparison purposes a suitable comparison can be identified for every position. A listing of benchmark positions by grade and point evaluation is included. POINT VALUES AND FACTOR WEIGHTS In order to facilitate the application of factors to individual positions a system of step values for each factor defined in terms of points has been included. INITIAL EVALUATION The first step in the evaluation of a position is to compare the description with the rating scales and with appropte benchmark positions to identify the step and point rating which best fits the job for each factor. Interpolation may be made between point values as appropriate. CONVERSION TABLE After point values for all factors have been carefully established the total is computed and the grade level determined by reference to the conversion table. Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For Rffease 2002/01/08 : CIA-RDP83-010048 0100120004-7 CONVERSION TABLE POINT SCORE RANGE SKILL LEVEL (90) 510 - 600 GS-15 (85) 420 - 505 GS-14 (80) 335 - 415 GS-13 (75) 255 - 330 GS-12 (70) 180 - 250 GS-11 (30) 145 - 175 GS-10 (30) 110 - 140 GS-09 (15) 90 - 105 GS-08 (10) 75 - 85 GS-07 (10) 60 - 70 GS-06 (10) 45 - 55 GS-05 ( 5) 35 - 40 GS-04 ( 5) 25 - 30 GS-03 ( 5) 15 - 20 GS-02 FA CTO R SCA LE V ALUE S Factor Degrees FACTORS 1 2 3 4 5 6' 7 8 9 10 11 I. Skills 5 10 15 25 40 55 70 85 100 115 II. Difficulty 5 10 15 25 40 55 70 85 100 115 130 III. Responsibility 5 12 20 45 70 95 125 155 185 220 255 IV. Personal Relationships 5 10 15 20 25 35 45 55 65 75 V. Environmental Demand 5 10 15 20 25 Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For Rase 2002/01/08: CIA-RDP83-01004R440100120004-7 INDEX OF BENCHMARK POSITIONS BY GRADE LEVEL AND POINT VALUE Grade and No. Title I II III IV V Total 15-1 Chemist 115 130 230 75 5 555 15-2 Civil Engineer 85 130 255 75 5 550 15-3 Management Analyst 85 130 255 75 5 550 15-4 Contract Negotiator 70 115 255 75 5 520 15-5 * Engineer (Gen.) 100 85 255 65 5 510 14-1 Chemist 100 115 185 75 5 480 14-2 Electronic Engineer 100 115 185 75 5 480 14-3 Electronic Engineer 100 115 185 ? 65 5 470 14-4 Auditor 70 100 220 65 5 460 14-5 Aerospace Engineer 85 100 185 75 5 450 14-6 Economist 85 100 185 65 5 440 14-7 Mechanical Engineer 85 100 185 65 5 440 14-8 Physician 85 100 185 65 5 440 14-9 Management Anal. Officer 55 85 220 65 5 430 14-10 Attorney 70 100 185 65 5 425 14-11* Electronic Engineer 100 100 185 25 5 415 13-1 Chemist 85 100 155 65 5 410 13-2 Industrial Specialist 55 100 185 65 5 410 13-3 Management Analyst, 55 100 185 55 5 400 13-4 Budget Analyst; 55 85 185 65 5 395 13-5 Civil Engineer 85 85 155 65 5 395 13-6 Criminal Investigator 70 100 155 65 5 395 13-7 Electronic Engineer 85 85 155 65 5 395 Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved FocRelease 2002/01/08 : CIA-RDP83-010048000100120004-7 13-8 Medical Officer 85 85 155 65 5 395 13-9 Psychologist 85 85 155 65 5 395 13-10* Authen. Specialist 70 85 185 55 5 385 13-11 Oper. Research Analyst 85 100 155 30 5 375 13-12 Civil Engineer 70 85 155 55 5 370 13-13 Chemist 85 85 155 35 5 365 13-14 Aerospace Engineer 70 70 155 55 5 355 13-15 Economist 70 70 155 55 5 355 13-16 Clinical Psychologist 70 85 125 55 5 340 13-17* Engineer (Gen.) 85 85 125 35 5 335 13-18 procurement Agent 70 70 125 65 5 335 70 70 125 - S5 5 335 13-19 Mechanical Engineer _ 12-1 Cartographer (Naut) 70 70 125 35 5 305 12-2 Chemist 70 70 125 35 5 305 12-3 Civil Engineer 70 70 125 35 5 305 12-4 Computer Programmer 40 70 155 35 5 305 12-5 Auditor 70 70 125 25 5 295 12-6 Budget Analyst 55 85 125 25 5 295 12-7 Computer Analyst 55 85 125 25 5 295 12-8 Computer Analyst 55 85 125 25 5 295 12-9 Industrial Specialist 55 70 125 35 5 290 12-10 Procurement Agent 55 70 125 35 5 290 12-13 Illustrator 40 100 125 15 5 285 12-14* Authen. Specialist 55 70 125 25 5 280 12-15 Invent.Mgt. Specialist 55 70 125 25 5 280 12-16 Management Analyst 55 70 125 25 5 280 12-17 Personnel Specialist 55 70 19L5 15 5 ZtV Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For Rlease 2002/01/08 CIA-RDP83-01004RQ00100120004-7 12-18 Economist 70 70 95 35 5 275 12-19 Mechanical Engineer 70 70 95 35 5 275 12-20 Criminal Investigator 55 55 95 55 5 265 12-21 Electronic Technician 40 55 125 35 5 260 12-22* Reports Officer 55 40 125 35 5 260 12-23 Electronic Technician 35 55 125 20 5 240 11-1 * Authen. Specialist 55 55 95 25 5 235 11-2 Invent,Mgt. Specialist 55 70 70 35 5 235 11-3 Computer Programmer 40 70 95 20 5 230 11-4 Equipment Specialist 40 70 95 20 5 230 11-5 * Reports Officer 55 40 95 35 5 230 11-6 Economist 55 55 70 35 5 220 11-7 Equipment Specialist 40 55 95 20 5 215 11-8 Management Technician 40 55 95 20 5 215 11-9 Electronic Technician 40 55 95 15 5 210 11-10 Personnel Specialist 55 55 70 25 5 210 11-11 Procurement Agent 50 25 95 35 5 210 11-12 Chemist 55 55 70 15 5 200 11-13 Civil Engineer 55 55 70 15 5 200 11-14 Computer Analyst 45 55 70 20 5 195 11-15 Nurse (Clin.) 55 25 75 35 5 195 11-16 Auditor 55 45 70 15 5 190 11-17 Management Technician 40 55 70 20 5 190 11-18* Reports Officer 55 70 40 20 5 110 11-19 Nurse (Occup. Health) 55 25 75 25 5 185 11-20 Cartographer (Naut) 55 25 70 15 5 170 15 40 85 15 5 160 10-2 Engineer Technician 25 35 70 20 5 155 Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For Release 2002/01/08 : CIA-RDP83-01004RQ00100120004-7 9-1 * Reports Officer 40 45 25 20 5 135 9-2 Electronic Technician 25 25 55 15 5 125 9-3 Equipment Specialist 25 25 55 15 5 125 9-4 Management Technician 25 25 55 15 5 125 9-5 Draftsman 25 25 45 15 5 115 9-6 Engineer. Technician 15 25 50 15 5 __ 110 8-1 Accounting Technician 25 35 25 5 5 95 8-2 Engineerjechnician 25 25 30 10 5 95 8-3 Medical Radiol. Technician 25 20 25 15 10 95 8-4 Secretary 15 25 35 15 5 95 8-5 Statifd;ira Assistant 25 25 25 15 5 95 8-6 Draftsman 25 20 30 10 5 90 8-7 Engineer. Technician 25 25 30 5 5 90 7-1 Computer Operator 25 25 20 10 5 85 7-2 Medical Technician 25 20 25 5 5 80 7-3 Computer Operator 20 20 20 10 5 75 7-4 Secretary 10 20 30 10 5 75 6-1 Accounting Clerk 25 15 20 5 5 70 6-2 Payroll Clerk 20 15 20 5 5 65 6-3 Clerk 10 15 20 10 5 60 6-4 File Clerk 10 15 25 5 5 6-5 Secretary 10 15 20 10 5 60 5-2 Engineer, Technician 5-3 Telephone Operator 10 15 15 10 5 55 5-4 Info. Receptionist 10 10 15 10 5 50 5-5 Clerk-Steno 10 10 15 5 5 45 Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For R ease 2002/01/08 : CIA-RDP83-010048 Q0100120004-7 5-6 File Clerk 10 10 15 5 5 45 5-7 Telephone Operator 10 T5 5 10 5 45 4-1 Accounting Clerk 15 10 5 5 5 40 4-2 Clerk-Typist 10 10 10 5 5 40 4-3 Draftsman 15 10 5 5 5 40 4-4 Keypunch Operator 10 10 10 5 5 40 4-5 Procurement Clerk 10 10 5 10 5 40 3-1 Clerk-Typist 10 5 5 5 5 30 3-2 File Clerk 10 5 5 5 5 30 3-3 Keypunch Operator 10 5 5 5 5 30 3-4 Mail Clerk 10 5 5 5 30 3-5 Supply Clerk 5 5 5 5 5 25 * Agency Positions Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For Rase 2002/01/08 : CIA-RDP83-01004RQD0100120004-7 FACTOR I Job Requirements Point `core 1. Knowledge of prescribed procedures and routines; simple office skills and abilities; ability to follow specific instructions and guidelines; as necessary, ability to operate one or more simple 5 office machines (e.g., date stampers, mailing machines, reproduction equipment). 2. Detailed knowledge of clerical systems and techniques, e.g. filing system, Specialized skills may include: operation of equip- 10 ment such as typewriter, key punch, desk calculator, switchboard. 3. Understanding of and ability to make practical application of principles, practices, procedures, rules, regulations, precedents, 15 or techniques relevant to assigned task. Specialized skill at this level; shorthand or stenotype. 4. Practical knowledge of the standard methods, practices, pro- cedures, rules, regulations, theories, principles or techniques developed through on-the-job training and experience. OR specialized 25 office support skills, skill to operate equipment such as photographic development and enlarging equipment, peripheral data processing equip- ment, engineering, scientific or medical equipment. 5. Specialized knowledge of highly specialized office support skills or knowledge of varied procedures involving techniques, methods and practices of standard administrative or management processes, know- 40 ledge of the functioning characteristics of technical equipment or skill in adapting or modifying test equipment and instruments. Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For R&ease 2002/01/08 : CIA-RDP83-01004RQ90100120004-7 6. A basic foundation of professional or administrative theories, concepts and practices needed to perform basic professional or admin- istrative assignments, or knowledge of a narrow range of a speciality 55 field or advanced technical methods and practices. 7. Professional or administrative skills with knowledge of established theories, principles or practices to perform limited assignments or parts of projects, to participate as a professional team member, or to perform professional or administrative develop- 70 mental assignments, or technical skills with a knowledge of a wide range of specialized technical methods, principles, and practices A equivalent to a limited area ornarrowly specialized aspect$ of professional knowledge. 8. Full performance skills with knowledge of a wide range of professional or administrative theories, principles, and practices to perform studies or assignments involving conventional methods or established research techniques. A comprehensive broad range of 85 quasi-professional knowledge including development of new methods and knowledge of related disciplines. 9. Mastery of the professional or administrative field and skill in applying experimental theories and new developments to problems not 100 susceptible to treatment by accepted methods. 10. Expert knowledge of the professional or administrative field and ability to devise modifications of existing system and techniques 115 and to originate new theories and principles. // Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For Release 2002/01/08: CIA-RDP83-01004RW0100120004-7 FACTOR II Difficulty of Work Point Score 1. Simple repetitive standardized task processes or operations having little impact beyond the immediate organizational unit. 5 2. Moderately complex tasks but requiring some discretion or discrimination in choosing alternatives. May require some know- 10 ledge of a technical area. 3. Moderately complex to complex, with related sequential steps and usually standardized tasks, processes or operations or repetitive 15 tasks having effect beyond the unit, e.g., switchboard operation. 4. Relatively restricts scope and intricacy of nonstandardized work with well established applicable guidelines, judgement requires 25 only to relate guidelines to specific cases and to determine inter- relationships. 5. Varied duties of a portion of a functional area requiring assessment of unusual circumstances, variations in approach, with judge- ment needed to select and interpret procedence and to adapt methods 40 and procedures. 6. Complex and intricate work involving a major segment of a functional area with several variables and guidelines generally 55 applicable but requiring judgement in making adaptations of rules, regulations and procedures in the speciality field. 7. Broad in scope and of substantial intricacy with many variables or conflicting aspects requiring individual treatment. Affects design/ operations, adequacy of investigative or research conclusions, social 70 physical or economic well being of persons. Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For-Release 2002/01/08 : CIA-RDP83-010044&p00100120004-7 8. Broad range of activities requiring establishment of criteria for review, formulation of projects, assessment of program effects. 85 Affects major activities of other organizations. 9. Extensive program area of great intricacy involving many complex and significant variables or considerations which are new, either in 100 basic character or in the circumstances for situations in which they occur. Judgement needed for extensive adaptation of ambiguous guide- lines to get unusual or complex situations. Creativity and ingenuity are needed to devise new approaches. Affects works of other experts and major aspects of programs. 10. In addition to broad scope, great intricacy and of a new and unprecedented nature, also requires consideration impact of alternative, possible solutions on other major prograns,situations, organizations or 115 future developments. Guidelines are frequently obscure, irrelevant, con- tradictory or nonexisting. Continuing efforts must be made to establish concepts, theories, programs or to resolve problems. 11. Plan, develop and carry out vital programs essential to the O RPAX, Z,4 7_101V- mission of the program. Affects large numbers of persons and extensive 130 areas. Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For Release 2002/01/08 : CIA-RDP83-010048490100120004-7 FACTOR III Responsibility Point Score 1. Repetitive routinized work is performed under close controls with specific instructions and close review. There are established procedures and specific guidelines readily available and normally S decision must be made between established alternatives. 2. Similar to (1) but requires exercise of judgement, discretion or tact in handling simple problems. 3. Fairly close control is exercised over somewhat standardized. tasks but guidelines are not always clearly applicable and must be 20 interpreted and adapted to certain cases. Analyze results and recommend changes. 4. Varied nonstandardized work is done independently with detailed instructions given for new, difficult or unusual work. Review is for technical accuracy and guidelines are located, interpreted and 45 adapted to specific cases. Analyze results and recommend changes. 5. Supervisor determines objectives, priorities and deadlines. w iT i! L,t1 Pt G,?'L~ # Work is performed according to established practices butere--ire 40C_11ri,vc- ArP/ZOpR/A%F E /' LfVf ,Mi97"En'v,9L e /.v-Extf67'i.'vc only --gener-al-admmi -rata l-icies--and---limited:--guidel-ines-. Deviates 70 ,41i'P ADA P ri,vC 7-o s rf ^_,F/c cSres cr-om--usual-methods; --develops--new- methods or -researches trends, \rk is reviewed for adequacy, soundness, appropriateness and conformity. 6. Supervisor determines objectives, priorities and deadlines. Work is performed according to established practices but there are 95 only general administrative policies and limited guidelines. Deviates from usual methods, develops new methods or researches trends, Work is reviewed for adequacy, soundness, appropriateness and conformity. _r Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For Rase 2002/01/08: CIA-RDP83-01004RAN100120004-7 7. Supervisor sets overall objectives. Work is performed with substantial independence. Most conflicts are resolved and work is coordinated with others. Procedures are generally well established but in many cases guidelines are not clearly applicable and must be 125 interpreted and adapted to specific cases. Work is reviewed for adequacy, ~ ty-and -effectiveness 7 /14/ V ' 0IVFo d.4M.4 yC C- W,TH f'oL,cy, 8. Essentially the same as preceding but policies and guidelines are more limited, deviation must be made from the usual methods and 155 new techniques and methods devised. 9. Same as preceding except that guidelines are in general terms and must be interpreted, serves as technical authority in 185 development and interpretatiu;i of guidelines. 10. Administrative direction is received with broadly defined missions and functions. Plans, designs and carries out programs, projects or other work independently. Work results are reviewed only 220 for influence on the overall program. Only general policies and guides are available. Deviation must be made from the usual methods and techniques and new methods and techniques devised. 11. Similar to preceding except that guidelines are ambiguous or not clearly applicable. Serves as technical authority in develop- 255 ment and interpretation of functions and activities. Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For Rftase 2002/01/08 : CIA-RDP83-01004RW100120004-7 FACTOR IV Personal Relationships Point Score 1. Personal work contacts are with other employees in the of- immediate office project or work unit ,nn related units to obtain, 5 clarify or give facts or information directly related to the work. 2. Personal work contacts are with employees within the immediate office project or work unit for the purpose of planning, coordinating or advising work efforts or to resolve operating problems or outside 10 contacts to furnish or obtain factual information. 3. Personal work contacts are with employees within the Agency, outside the immediate office to obtain, clarify or give facts or 15 information related to the work. 4. Personal work contacts are with employees of the Agency, out- side the immediate office, to plan, coordinate or advise work efforts 20 or to resolve operating problems. 5. Contacts are with employees of the Agency, outside the immediate office, to influence, motivate, interrogate or control persons, or to 25 JVsTF Y _~>;F Irf,V NPCc TiATE oR f-Tr"4F /NATTER f' /N/DL/%~/F r g-)roblems-. -`iFNlF1C"4 " a c ~o vFRs/AL fss(1 s 6. Personal work contacts include those with officials of other agencies and organizations to obtain, clarify or give facts or 35 information directly related to the work. 7. Personal work contacts are with officials of other agencies and organizations to plan, coordinate or advise on work efforts or to 45 resolve operating problems. 8. Personal work contacts are with officials of other agencies and organizations to influence, motivate, interrogate or control persons 55 or to justify, define, negotiate or settle matters involving significant OR controversial issues. Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For Rase 2002/01/08: CIA-RDP83-01004RQD0100120004-7 9. Personal work contacts are with high ranking officials out- side the Agency to obtain, clarify or give facts or information 65 directly related to the work. 10. Personal work contacts are with high ranking officials outside the Agency to plan, coordinate or advise on work efforts, to 75 influence, motivate or to justify, define, negotiate or settle matters in significant controversial issues. l7 Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7 Approved For Rase 2002/01/08 : CIA-RDP83-01004RQ&0100120004-7 FACTOR V Environmental Demands Point Score 1. Sedentary work. Employee typically sits but may do some walking, standing, stooping, light lifting or driving. No special S or unusual physical requirements. 2. Some physical exertion, e.g., long periodsof standing, walking, bending, crouching, stooping or moderately heavy lifting. 10 Specific but common physical abilities including above average dexterity and ability to distinguish colors. 3. Moderate risk, discomforts or unpleasantness such as high level of noise or Vibration, dust or grease, contagious diseases, 15 irritant chemicals, etc, safety precautions or use of protective devices may be required. 4. Considerable or strenuous physical exertion such as frequent climbing on tall ladders, lifting objects over 50 lbs. and self 20 defense from physical attack. 5. High risk with exposure to potentially dangerous situations or unusual environmental stress such as working with explosives, at great heights, in a submarine or mine, under extreme weather con- 25 ditions etc. A wide range of safety and other precautions may be required. /31 Approved For Release 2002/01/08 : CIA-RDP83-01004R000100120004-7