POLICY ON INTERNAL REASSIGNMENT OF OIA PERSONNEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84T00316R000100180004-5
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 3
• Document Creation Date: December 15, 2016
• Document Release Date: October 16, 2003
• Sequence Number: 4
• Publication Date: April 1, 1978
• Content Type: REGULATION

ADMINISTRATIVE-INTERNAL USE ONLY
Approved For Re# se 2004/01/21 : CIA-RDP84T00316RO 100180004-5
OIA INSTRUCTION NO. 20-13
SUBJECT: Policy on Internal Reassignment of OIA Personnel
GENERAL
PERSONNEL
April 1978
1. It is the policy of the Office of Imagery Analysis to encourage
changes of assignment within the Office where the changes promise to
enhance the capabilities of the Office to perform its mission and to
benefit the career development of the individuals involved. Changes may
involve movement between substantive or geographic areas, and between
imagery analysis and staff/production assignments.
2. I fully recognize, however, that OIA must maintain its con-
tinuity of substantive expertise. The demonstrated professional com-
petence of OIA depends in large measure on the depth of experience and
specialized knowledge it has in each substantive area. Excessive
turnover would tend to weaken this asset.
OBJECTIVES
3. Several desirable objectives can be served by carefully planned
changes of assignment:
a. Flexibility. The work of OIA is subject to shifts of
emphasis as the needs of the users of OIA's production change
and as new analytical problems arise. Some persons may need
to be reassigned occasionally so that the allocation of OIA's
resources is consistent with the priorities of its tasks.
b. Recognition of individual capabilities and preferences.
A change of assignment: may be desirable when there is reason
to believe that an individual could perform more effectively
in a different position. This circumstance may develop, for
example, when an individual (or the individual's supervisor)
finds through experience that his or her aptitudes and interests
do not match his current responsibilities. In other cases, an
individual's professional growth may qualify him or her for
larger responsibilities. Arid sometimes a move may be useful
simply to give an individual the stimulus of a change.
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c. Career development. The managerial and senior staff
positions in OIA--and elsewhere in the Agency--are generally
filled by people who have had experience and performed well
in a variety of responsibilities. The opportunity to gain a
broad range of experience through several assignments serves
both the persons who aspire to such positions and the needs of
the Office for development of future leadership.
POLICIES AND PROCEDURES
4. The following policies and procedures will apply in the plan-
ning and implementation of reassignments within OIA:
a. Consideration of a person for reassignment may be
initiated either by the interested individual or by his or her
supervisor. Alternatively, he or she may consult directly,
on .a- onfidential basis if desired, with the Career Development
f_-Office * When a supervisor decides to recommend reassignment
fora employee, the supervisor will discuss the matter with the
individual and afford him an opportunity to voice his own
preferences.
b. Expressions of interest in reassignment may range from
tentative discussions for the purpose of exploring possibilities
to definite requests for reassignment. An expression of interest
that is more than exploratory will be passed to a member of the
OIA Career Service Panel** and may be discussed at the next
meeting of the Panel. Recommendations from supervisors
regarding reassignments will be handled in a similar manner.
c. While the preferences of the individual will always
be taken into consideration, it should be recognized that the
needs of the Office may make it necessary on rare occasions
for the Director of Imagery Analysis to make directed
assignments.
*Currently Imagery Analysis
**The members o e career Service Panel are the Office Director
(Chairman), the Deputy Director, the Executive Officer, the division
chiefs, and the Chief, Production Group. The Chief of the Administra-
tive Staff is the Secretary of the Board.
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d. In each case, every effort will be made in the planning
and implementation of reassignments to insure that other
career development considerations such as promotion and selection
for external training are not adversely affected by reassignment.
For example, the potential impact of reassignment on the timing
of promotion recommendations will be explicitly considered by
the Career Service Panel in its discussions of possible
reassignments.
Noel E. H-rth
Director
Imagery Analysis
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