MFDCI'S ANNUAL REPORT TO CONGRESS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP86-00024R000100060007-7
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 6
• Document Creation Date: December 16, 2016
• Document Release Date: July 5, 2005
• Sequence Number: 7
• Publication Date: December 2, 1983
• Content Type: FORM

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ROUTING AND RECORD SHEET
SUBJECT: (Optional)
FROM:
Deputy Director of Personnel
EXTENSION NO.
for Special Programs
SE S6 Headquarters
DATE 2 Dec 83
---
TO: (Officer designation, room number, and
building)
-
DATE
OFFICER'S
COMMENTS (Number each comment to show from whom
RECEIVED
FORWARDED
INITIALS
to whom. Draw a line across column after each comment.)
t. Chief, Human Resources
Planning Staff
Barbara and Don:
2.
In view of the short time we
had to respond and the uncertainty
as to what you wanted and how you
d
3. Deputy Director or
Policy, Analysis &
Evaluations
wante
it presented, I hope the
attached is helpful to you,
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
FORM 61 n USE^PREVIOUS
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2 December 1983
MEMORANDUM FOR: Deputy Director for Policy, Analysis E Evaluations
THROUGH: Chief, Human Resources Planning Staff
FROM:
Deputy Director of Personnel
for Special Programs
SUBJECT: DCI's Annual Report to Congress
REFERENCE: Memorandum from C/HRPS, Subject: DCI's Annual
Report to Congress - OP Submission
1. Regretfully, we did not receive reference until C.O.B. Thursday,
1 December, and reference did not include a copy of the 1982 Directorate
Report as a guide. Thus, my response to your request may not be exactly
in the format you desire. Nevertheless, I would like to highlight the
following items for you.
The major items that I believe deserve mentioning are as
(a] as hired to undertake a review of the
Association ne i an o determine whether the Agency was getting the
best coverage for the money as well as to undertake the development of
options for a supplemental retirement system resulting from
passage of Social Security coverage for Government workers.
has delivered the report on the Association Benefit Plan and over e
next several months we will be working with them to develop alternative
coverages to be included in the Association Benefit Plan for 1985. Although
the Association Benefit Plan is sound and provides excellent coverage,
the premium is greater than several other good federal health benefit
plans. We remain optimistic that we will be en better
Association Benefit Plan. As a result of thel Report, two
Open Season symposiums were held for Agency emp oyees a", irees to
provide assistance in determining which health programs were the most
advantageous. (AIUO)
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am%~ v:, ~h", ~, u LG
With regard to the supplemental retirement options, the first
draft is anticipated in mid December and during the early months of
calendar year 1984, we will be developing these options further. The
effort is designed to produce a supplemental retirement program for Agency
employees which recognizes the significant differences between the Agency
and other federal government organizations. Our effort will be to design
such a program ahead of that being developed by the Congress for the rest of
the federal government. (AIUO)
(b) Significant amount of time has been invested in CY 83 in deter-
mining how the Agency could reduce the amount of out-of-pocket expenses
presently incurred in domestic relocation. Meanwhile, the Congress passed
a bill introduced by Senator John Warner which increased the benefits of the
federal travel regulations. Two significant aspects of this bill were in
reimbursement for taxes paid resulting from domestic relocation payments
and the authority to contract with domestic relocation services. We have
presented to GSA our suggestions for implementing directives to amend the
federal travel regulations and are awaiting the final outcome of these
directives. At that time, we will assess the additional steps that will be
necessary to obtain the best benefits possible for our employees who will be
relocating domestically. Depending on the outcome of these initiatives,.
there will be funding implications. Unfortunately, we cannot show what they
will be at this time. (AIUO)
(c) A significant amount of time and energy was invested in imple-
menting the new spousal legislation and producing an Executive Order to pro-
vide identical coverages under CIARDS as those recently provided under the
Civil Service Retirement System. Other implementations of legislative
changes included "Catch 62" provisions which provide for the purchase of
military service after 1 January 1957 to avoid a reduction in annuities
at age 62. Also, new disability retirement procedures were implemented. (AIUO)
(d) With the passage of the recent legislation that places employees
hired after 31 December 1983 under Social Security coverage, we must implement
assistance in Social Security beginning 1 January 1984. As yet, positions
have not been provided for this mandatory legislative coverage. Staffing
for this requirement at the present time should include two officers and one
clerical employee. Should the Agency determine, as a result of an on-going
study, to handle all Social Security matters within the Agency, significant
resources would be required. A determination on this issue should be made
within the next month. (AIUO)
(e) Extensive efforts were undertaken to implement a computerized
reservation and ticketing system in the Central Processing Branch to
enhance the security and cover of Agency employees travelling domestically
and overseas. The system is to become operational at the beginning of 1984. (C)
(f) The Family and Employee Liaison Office (FELO) was enhanced to
increase coverage of personnel relocating domestically and to assist new
EOD's in finding housing in the Washington, D.C. area. Additional enhancement
are being looked at to ensure that personnel relocating are adequately
prepared for the personal inconveniences and impact on their lives that
will be taking place when they move. (AIUO)
(g) For the future, we will be seeking WANG equipment to ensure that we
bring ourselves into the 20th Century in the Special Programs area. We will
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be developing plans and estimating cost involvement as we better define our
needs and the cost of equipment to satisfy our needs.(U)
2. If there is additional information you need to assist you in
developing the DCI's Annual Report item in the Special Programs area,
please don't hesitate to call me.(U)
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Deputy Directorate for Employment, Office of Personnel
1983 Accomplishments (October - December 1983)
In October 1983, the Office of Personnel Recruitment and
Placement Directorate was reorganized as the Employment Directorate.
The reorganization included: three geographic divisions for
professional and technical recruitment; a fourth division for
recruiting clericals; and the integration of the recruitment portion
of the Career Trainee Staff. The reorganization was accomplished
to increase accountability, develop quality of work groups, and
develop new and innovative approaches to personnel recruitment. The
innovation plfe began with a comprehensive agency job fair at M.I.T.
in late November 1983. The fair was successful in drawing the largest,
most responsive audience experienced over the last decade at the school.
Some 120 students attended an Agency information session conducted
by the Director of Personnel, the Deputy Director for Employment,
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representatives from each of the Agency Directorates
. Many candidates for direct hire and the Career
Trainee Program were identified. This innovative technique is being
considered for other regions in the U.S. Further,
a McLean based computer consulting firm was hired by
the DDE to review CAPER, the Office of Personnel's computer system
for tracking progress of applicants through its processing systems.
has presented a list of 30 enhancements which can significantly
improve the systems ability to handle data. Some of these improvements
will be done under the current contract, and others which involve
more extensive changes, will be done over the next year.
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1984 Initiatives
25X1 The work being done bYL-1 o the Caper system is two fold--first
to attain short-term enhancements to upgrade significantly the tracking
of applicants and second to develop a system that can be converted
when the hardware and software are available to integrate OP, OMS
and OS data in order to tie into the Agencys mainframe, some two
years in the future.
During the next year, the DDE expects to increase by at least
50 percent the number of Career Trainees recruited. This will be
accomplished by organizing job fairs and recruiting "blitzes"
similar to the one at MIT, by integrating the Career Trainee Staff
recruiters into the OP/DDE, and by increasing the number of recruiters
targetted on CT recruitment. DDE also is moving forward and recruiting
more CT officers for the DI, DA and DDS&T.
In order to carry out these initiatives successfully, several
hundred thousand dollars will be required for computer enhancements,
increased travel costs, and increased personnel service costs.
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