FY-80 GOALS PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP86-00024R000100010018-0
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 14
• Document Creation Date: December 12, 2016
• Document Release Date: March 27, 2002
• Sequence Number: 18
• Publication Date: June 4, 1980
• Content Type: MF

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ROUTING AND RECORD SHEET
FROM' Harry E. Fitzwater
Director of Personnel Policy,
Planning, and Management
TO: (Officer designation, room number, and
building)
V100DD/1 HRPI
Ames
DD/R$P
806 Ames
DD/SP
5E56 Hqs.
7' DD/P$E
1006 Ames
13.
Chief, SIS/SS
OFFICER'S
INITIALS
DATE 13 June 1980
STAT
COMMENTS (Number each comment to show from whom
to whom. Draw a line across column after each comment.)
The DDCI will be conducting
the third quarter review of the
FY 80 Goals Program during July
and August. The OPPPM portion
of this exercise is limited to
my submission of a written
progress report on my AWP objec-
tives. Singled out for special
attention are any issues or
problems which should be brought
to the DCI/DDCI and our achieve-
ments in implementing ExCom/NAPA
decisions.
To assist me in compiling
this report, I would like each
of you to review your activities
for appropriate items. Your own
AWP's are a good place to begin
since they task you to complete
objectives for which I am ulti-
mately responsible. The results
of your review should be forwarded
to the DD/PPPM by COB 3 July 1980.
Harry E. Fitzwater
STAT
FOR
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4 June 1?80
MEMORANDUM FOR: Deputy Director for Administration
Deputy Director for National Foreign Assessment
Deputy Director for Operations
Deputy Director for Science and Technology
Inspector General
General Counsel
Legislative. Counsel
Comptroller
Director, Office of Equal Employment Opportunity
Director of Personnel Policy, Planning, and
Management
Director of Public Affairs
FROM . Deputy Director of Central Intelligence
SUBJECT . FY-80 Goals Program
1. The tentative schedule for the FY-80 CIA Goals Program Third
Quarter review is as follows:
DDO
17 July
1500
- 1630
DDA
24 July
1500
- 1630
DDNFA
31 July
1500
- 1630
DDS&T
7 August
1500
- 1630
All meetings will be in the DCI Conference Room.
2. In preparing your goals for this quarter, please carry over
any appropriate goals from our last discussions and continue to utilize
appropriate objectives of your SIS Advance Work Plan. You should add
other recent top priority goals for your area that you wish to discuss.
You can also begin your transition to FY-81 goals.
3. All directorates should have an appropriate personnel management
goal focusing not only on implementing recent Agency-wide personnel manage-
ment decisions--e.g., Agency-wide vacancy notices, uniform panel precepts,
and SIS development--but also on personnel goals or issues unique to your
directorate. Please include areas of concern that I highlighted in my
memo to you on your FY-80 APP, particularly on reducing PRAs, better
personnel planning, and improved EEO performance.
DERWATWE CL BY
0
25)'
C} DECL Sl REAY O?! Un 00_. ...
DERIVED FACM Mul ti pl e--See
Component Goals Packages
,3 JA1
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6. I would like each of the seven independent office directors to
provide me with a brief, written quarterly progress report on his indi-
vidual Advance Work Plan objectives by 4 August. Include any issues or
problems you may want to bring to DCI/DDCI attention or any revisions
you may want to propose. OPPPM should discuss in some detail progress
in implementation of the many EXCOM/NAPA recen>,d, cisions.
cc: DCI
25X1 SA/DDCI
//
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ME'10RANDUM FOR: Deputy Director of Central Intelligence
FROM: Harry E. Fitzwater
Director of Personnel Policy, Planning,
and Management
SUBJECT: Status Report - Advance Work Plan
REFERENCE: DDCI Memo, dtd 8 January 1980,
Subject: FY-80 Goals Program
:ATTACHMENT D
1. This is the first quarterly report on the status of my proposed
Advance Work Plan (AWP). Please note that I have not yet received your
approval of the plan which I had submitted. Therefore, I can only submit
information on the objectives as they were presented to you initially.
For your convenience and reference I have attached a copy of that AWP.
2. This has been a very busy time for the Office of Personnel Policy,
Planning, and Management (OPPPM), but my senior staff and I have found
it to be a stimulating period. We believe. that real movement and progress
has already been achieved and that more is underway. Not the least'of
the dramatic changes occurring was the relocation of this Office. Therefore,
I trust you will judge my progress, and that of my colleagues in 0PPPM,
in attaining work objectives in the light of an Office that is extremely
busy, which has many activities in hand, but which is also stimulated by
the movement that is occurring.. _
Objective ttl., Especially since the time of the relocation
of our Office to the Office of the DCI/DDCI, it is our feeling
that there is a growing acceptance of the role of the D/OPPPM
and the OPPPM as the central overseer, policy formulator, and
evaluator of Agency personnel management policy and practices.
With the establishment of the Personnel Management Advisory
Board (P,%t\B) and our discussions of policy papers as well
as our discussion with Directorates on our modelling program,
we believe that senior staff, Agency-wide, is accepting
our role.
^s o an .. 29 e
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Objective #2: To assist me in attaining results associated
with this objective, I have specifically assigned a similar
objective to my deputy. Many new initiatives,in our sub-group
have been taken. For example, we have held "Meet Your Panel"
group meetings--meeting of personnelists w-ith.the panel members
responsible for them. Such meetings provided careerists the
opportunity to meet their panel members, who are responsible
for various. aspects of their career, and to exchange views,
raise questions, and to discuss anything else that was on the
mind of the.careerist.
We have initiated a one-on-one meeting between a panel.
member and each careerist,.a task to be completed by
mid-August. The purpose of this individual counselling
session is to provide the careerist a more personal and
individual opportunity to discuss his/her career aspirations,
satisfactions/dissatisfactions, reassignment possibilities
and overall career. These sessions will. be extremely useful
-to panels as they meet to discuss various career development
aspects of the careerist.
To ensure consistency through our several panels, my
deputy, as chairman of the senior board, is meeting monthly
with the chairmen of the other panels in order to ensure
consistency in panel procedures and attitudes as well as
to discuss problems of common concern.
Last fall, we.had our first Clerical Conference at
By all reports, it was an
overw e ing success.
We have conducted another self-assessment exercise in
the sub-group, and are now considering the data for use.
in career management....
My deputy meets on a regular basis with our Career
Management Officer to discuss various aspects of our
Career Service.
I have started meeting individually with officers
within the Office to discuss their concerns and seek
advice on management of the Office. .
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In summary, we believe our career sub-group is not
only healthy but is moving even more to become a better
team.
Objective #3: As you directly know, the NAPA recom-
mendations consumed a major portion of our time during
this past quarter. With the work of the NAPA Study Group,
review by the Executive Committee, and ultimate approval
of recommendations in December-1979 and January 1980,
implementation of all approved recommendations has begun.
Where action is indicated by others within the Agency,
they have already been notified,.e.g., they have revised
their board and panel evaluation procedures and have issued
appropriate AIVP's to component personnel officers- _
Staff studies have been prepared and discussed at
PMAB meetings on uniform precepts for CIA evaluation boards
and panels and Agency-wide vacancy notices for certain
positions common to more than one Career Service. The
precept study has been forwarded for Executive Committee
action; OPPPM is reviewing the impact that vacancy notices
and common positions might have on present OPPPM resources.
Studies, at, the Director's wish, for an annual promotion
cycle as well s on career opportunities for senior secretaries
.are scheduled for the next Pti1.AB meeting.
A'handbook for new employees has already been drafted
and edited and preliminary design and layout are underway.
Career Service evaluations of-their personnel management
effectiveness have-been reviewed and a consolidated FY-1980 '
Annual Personnel Plan (APP) is being.prepared for DDCI review.
Revisions to. the APP for the FY 1981 evaluation cycle will
follow and will include computerization and Career Service
inputs.
Although drafting of the CIA Personnel Management Handbook
has begun, completion will have to await executive approval
of policy decisions resulting from the MAPA recommendations.
Agency regulations pertaining to personnel management are
being revised to a standard format.
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Objective #4: We believe substantial progress has been
made in attaining this objective. Techniques have been tested,
evaluated and applied and two major applications of. these
techniques have already been made:
a. we have prepared and briefed Deputy Directors
on promotion projections to assist each
Directorate in the preparation of their-
.-promotion plans, and;
b. we have prepared age-trend simulations for
each Directorate (and selected major com-
ponents) that form the basis for briefings of
each of the Deputy Directors. We have
already briefed the DDO, DDA, DDS&T and plan
soon to brief NFAC. -
Our new techniques are assisting also in preparing year-end
projections for the monthly Comptroller's meetings.
We are now in the process of moving from an emphasis
on development into a heavier emphasis on planning applications.
Toward this end, and with-your approval, we have established.
a new Deputy Director/OPPPM to upgrade manpower planning
information and analysis by. pulling together units from other _
areas in OPPPM.
We have great hopes for the role OPPP.~1 will play in this
important area of the Agency's work. There is evidence that
components are taking an interest in the work we are doing
and are seeking our assistance in personnel policy.
Objective 15: ---'A draft executive deirelepment outline was
prepare in -Decem - or and - distributed to - the-rembers - of the -
Executive Committee for comment. The last of these commlents
was received on 8 January and reviewed, with a summary sent
to the DDCI on 22 January. We are currently preparing a pro-
posed policy paper on Senior Officer Development which will
include provision for the identification of rotational positions
and the identification and development.of feeder group candi-
dates for SIS positions. This proposal will be submitted
to you for initial consideration, with informal coordination
with the PN1AB and formal submission to the Executive Committee
as soon as possible thereafter. We plan to submit a separate
proposal for a redesigned Personnel Development Program (PDP)
which would provide for detailed implementation procedures.
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Objective #6: The following actions have been taken
toward completion of the design and implementation of the
Senior Intelligence Service (SIS):
a.. Prepared and sent individual letters
Established the OPPPM/SIS/Support Staff
with an initial complement of three.officers
and a secretary to support D/OPPPMI on SIS
matters.
to all supergrade, SPS, EP-IV and EP-V
officers inviting them to join the SIS.
c. Submitted for DDCI approval SIS conversion
pay rates.
d. Officially converted new SIS members.
e. Established an informal inter-directorate
working group to act as a point of contact
and as a "sounding board".on SIS matters.
f. Prepared for DDCI approval supplemental
guidance for the preparation of AIT's on
SIS officers.
Prepared for DDCI approval a preliminary SIS
program evaluation plan.
h. Prepared for DDCI approval the salary rates
for GS-15's promoted to SIS-1.
Prepared for DDCI approval a policy on SIS
premium pay provision which brings CIA in
line with other government agencies except
for unique Agency exceptions.
Developed for DDCI approval an SIS membership
certificate for officers converting to SIS and
future lateral SIS appointments. (Certificates
are currently being printed by OTS.).
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k. Proposed for DDCI approval an SIS notice
..system to advise SIS and interested personnel
of SIS policy and procedural determinations.
Prepared three notices for dissemination.
1. Provided staff support to,the DCI/DDCI in
conducting the first SIS promotion exercise.
In addition to work on the Senior Officer Development and.
revised PDP proposals mentioned under Objective #5, we are
currently developing possible altern atives for DDCI consideration
and implementing the SIS performance award and rank stipend program.
We are continuing a review of existing Agency regulations to
determine changes required for SIS coverage and are drafting
a proposed Headquarters regulation covering the management
of SIS personnel and positions.
Committee, I think you will believe that this objective has
Objective #7: My deputy, other senior staff, and I have
devoted a substantial amount of our time on the Agency's recruit-
ment. system and the sluggishness and processing delays that have
historically been a part of that system. We believe we have
come up with changes--some dramatic--and modifications of
procedures that will result in incredible economies of time
and money. Once we brief you, the Director, and the Executive
.been more than fully attained.
Objective #8: At the present time, we have submitted-
12 percent more minority applications for professional and
.-technical positions. If we can sustain this rate through
the balance of the year, we will exceed the objective..
OObjective #9: A full report of this objective will have
to be deferred until the next quarterly report. PERSIGN,
our key system, will become operational on 9 March 1980.
lVhen operational, it will improve considerably the type of
personnel data available to component users and our response
time to requests for data.
Our new modelling capability, described in Objective #4
abo-ve, is already providing a new dimension to component
manpower analysis; more will be done in coming months.
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The Recruitment Division has installed a mini-computer
which will be able to store information on applicants as
well as to track the movement and status of applications
being seriously considered.
Objective #l0: We are well along in attaining this - -
objective. Five series have been completed pending possible
appeal by components, five others are in the drafting and
coordination stage, three have not yet been initiated. 1e
believe that our rate of progress will, by year's end, attain
the full objective.
Harry E. FitrNater
Harry E. Fitzwater
Attachment
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