SOME THOUGHTS ON REVISING AGENCY POLICIES AND PROCEDURES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84B00890R000400020068-0
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 3
• Document Creation Date: December 19, 2016
• Document Release Date: November 17, 2006
• Sequence Number: 68
• Publication Date: April 13, 1981
• Content Type: NOTES

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NFAC 2095/81
NATIONAL FOREIGN ASSESSMENT CENTER
13 APR 1981
NOTE FOR: D/OPPPM
SUBJECT: Some Thoughts on Revising Agency
Policies and Procedures
Shortly after Mr. Casey, was appointed,
Bruce invited the NFAC Office Directors and
Staff Chiefs to suggest desirable changes in
Agency policies and procedures. We have had
several conversations about this, and the
attached list reflects our feelings about
possible changes in the areas of personnel and
training. We would be interested in your view
about these suggestions, and would like to
consider any additional ideas that you may have.
Should we get together to discuss this
list and your own proposed changes?
Hineman
Deputy Director
Attachment
9!ORUCD
I ,
4
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Personnel
THOUGHTS ON REVISING AGENCY POLICIES AND PROCEDURES
-- Retain a small, high-powered personnel policy staff in the
O/DCI. Return the rest of OPPPM to the DDA.
-- Eliminate the "potential" section of the PAR.
-- Retain the semi-annual uniform promotion schedule, but allow
the Deputy Directors to make out-of-cycle exceptions in cases
where they are clearly warranted.
With regard to comparative evaluation, eliminate the requirement
for GS-06 and below. Also cancel the order that forced all
directorates to include certain common specific factors.
Restore the Scientific Pay Scale as separate and distinct from
the SIS.
Eliminate the Annual Personnel Plan, or reduce it to only those
items in which the EXCOM and DCI really want to be involved.
Make parallel changes in the Annual Personnel Report. Do away
with promotion goals.
Eliminate or drastically reduce rules that tie PAR scores to
various bonuses and awards and that use ranking categories as
qualifications for various training courses. If the link between
the PAR score and the QSI cannot be eliminated, it should be
reduced to a PAR score of 5 rather than 6. The current require-
ment serves to inflate PAR scores.
Eliminate the need for OPPPM approval of "in-grade" hires--that
is, hiring at any step other than step 1 of the grade. Leave
the monitoring of this to the directorates. (In NFAC, we would
eliminate the formal request for approval entirely. NFAC/PILES
routinely reviews the proposed grade and step when the request
fora hiring action comes through, and can monitor what is going
on on behalf of D/NFAC without a specific additional piece of
paper.)
Redistribute the authority for managing position grade allocations
to give the directorates more power and PMCD less. Specifically,
we would make the PMCD recommendations advisory to the Deputy
Director concerned, givi;:g him the authority to decide and
leaving it to PMCD to appeal to higher authority if they disagree.
This would make PMCD advisory to the people who are charged to
make management choices. It would prevent micromanagement from
outside the line.
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-- Remove the requirement for service in a rotational assignment
as a criterion for selection to the SIS. On this point-and
the others above, flexibility in the system is more desirable
than rigid application of "rules." Rules should become
"guidance" in most cases.
Training
-- Restore slots in the Armed Forces Staff College.
-- Restore the slot at the Imperial Defense College.
Eliminate the requirement that officers be in supervisory
positions before they can be sent for supervisory training.
NFAC would rather train prospective managers before they begin
to supervise and make mistakes that become bad habits. Find
ways to test for managerial aptitude, and provide training
to likely candidates.
.Re-examine the OCDP. The NFAC AOP seems to us-to have been
more effective.
-- Restore clerical training in OTE.