REVISION OF STAFFING COMPLEMENT FOR RECORDS INTEGRATION DIVISION

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84-00780R001400030003-3
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 5
• Document Creation Date: December 14, 2016
• Document Release Date: November 21, 2002
• Sequence Number: 3
• Publication Date: December 6, 1966
• Content Type: MF

6i DEC
MEMORANDUM FOR: The Executive Director/Comptroller
Approved For Release 2003/ ,, TA-RDP84-0078OR00140010 0 3
Director of Personnel
T : Revision of Staffing Complement for
Records Integration Division
1. This memorandum submits a revision of the
Staffing Complement of Records Integration Division which
reflects a reduction of positions to the level of 0 as
authorized under the revised FY 1967 personnel ceiling.
At the same time, proposed Staffing Complement changes
are submitted which will permit the establishment of a
training program for young professional employees as
agreed to by the Office of Personnel. To establish a
reasonable grade structure for the latter program will
involve reclassification of a number of positions and
will result in an increase in average grade for RID to
GS-8.670. The grade structure requested has been approved
by Office of Personnel.
2. For several months, discussions have been held
among representatives of the Clandestine Services and
officials of the Office of Personnel with respect to
establishing a training program in the Records Integration
Division for young professional employees. The purposes
of the proposed program are twofold: (a) to complement
the Agency's Career Trainee program by providing a steady
flow of internal candidates, and (b) to provide RID with
a group of intelligent, competent analysts to perform the
important document classification function and to respond
to name check requests. This latter function is performed
almost solely for other agencies.
3. The value of such a program was readily agreed
upon and after discussion, the Office of Personnel accepted
a revised grade structure for the analyst sections of KID
and some minor changes in the Administrative Staff. Thu
proposed revisions will make it possible to attract well-
qualified college graduates and, at the same time, enable
the division to retain those non-college people of long
experience who are needed for the sake of continuity.
The young professionals would be expected to move directly
~xcs p-' ?ron : tc ~ lT
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 Approved For Release 26 31'0212 CIA-RDP84-00780 R001400030003-3
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Subject: Revision of Staffing Complement for RID - Page Two
to CTP or other agency programs upon completion of a tour
in RID. (A list of qualifications required of the partic-
ipants is attached. It is patterned after the CTP
standards.)
4. The present structure in the analyst sections of
RID makes it possible to employ the young college graduates
but adequate promotion headroom does not exist. This
factor, of course, can lead to heavy losses through resig-
nation, negating the purposes the program in expected to
serve. The proposed grade structure will involve increasing
the number of G8-9 Intell Analyst positions in the affected
sections from establishing 0 08-8 positions,
reducing the number of 08.7 positions from and the
08-8 positions from l I To compensate for the differ-
ence between in the total number of positions
affected, various other changes can be made in RID.
Approval of these changes will make it possible for RID to
approach the pattern for the promotion of junior officers
developed by the Career Council in 1962. This provides for
promotion consideration from 08-7 to 08-8 after eight
months in grade and from 08-8 to 46-9 after 10 mouths in
grade.
5. The Importance of the RID program, although not
yet formally recognized, has already been demonstrated.
During calendar year 1966 alone, 18 analysts have transferred to CTP, seven others are in the Vietnamese language
program and 14 have transferred to other professional
positions in the agency. In addition, the office of Train-
ing has found it valuable to have an office in the Agency
whore prospective CTs, generally too young for the program,
can be seasoned or observed in a work situation.
25
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6. RID has been directed to reduce its coiling from
To accomplish this, the planned incumbency of
the following positions should be reduced by one:
(a)
Records Analyst
Pon. No
. 16 08-11
(b)
Budget & Meal Off.
Pos. No
. 7 08-11/12
Info Control Clk
Pon. No
. 66 GS-4
(d)
Records Clerk
Pon. No
. 107 08-4
(e)
if
Pon. No
. 109 G8-4
(t)
)
ft
Pos. NO
.
(
)
It
g
Approvtf) or fg leA 9 f,7: CIA-RDP8#M78
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 Approved For Release 2003/02/2UDP84-00780 R001400030003-3
Subject: Revision of Staffing Complement for RID - Page Three
7. Implementing both of the changes discussed above-
the now structure for analysts and the decrease in ceiling-
will result in an increase in average grade for RID from
0.360 to 6.670 and will result in an increase of the C8
average grade from 10.256 to 10.287. We have reviewed the
grade structure for all positions in RID and find it not
feasible to reduce the grades of other positions. In
addition, the position structures for all other CS components
have recently been examined most carefully and all feasible
downgradings accomplished. Accordingly, we believe that the
average grade increase herein requested is essential and
request that the revised staffing complement and average
grade be approved.
DDWOP
Attachment a/s
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.qualifications for Trainees in RID Professional Trainee Pru ram
(a)
normally apply for Career Training Program which
requires for CS Officers special paramilitary
training).
Predominantly male, (inasmuch as RI Trainees
(b) Between the ages of 21 and 30.
(c) A CA or better college average.
(d) A Major in one of the humanities, as a general
rule.
Favorable interview reports.
Satisfactory PM or FCDP test results. (Psychol-
ogists who will interpret test results for RID
will be briefed on the program).
(g) Willing and able to servo where and when needed,
including overseas assignments an required.
This means the applicant must pass the overseas
(planning) medical examination and must have no
family or security limitations which will preclude
general overseas service.
Must be qualified in a foreign language at the
elementary reading level or test at least average
on the applicant foreign language test, or test
in category S (males) or category 6 (females) on
the employee language aptitude test. If individ-
ual testa in a lower category, his other qualifi-
cations must be exceptional in order to
compensate for indicated low language aptitude.
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