OP JURIMETRIC RESOURCE REQUIRMENTS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP86-00024R000200030005-1
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 6
• Document Creation Date: December 16, 2016
• Document Release Date: July 12, 2005
• Sequence Number: 5
• Publication Date: March 2, 1983
• Content Type: MF

Approved For Release 2005/08/22 : CIA-RDP86-00024R000200030005-1
MEMORANDUM FOR: Executive Director
THROUGH: Office of General Counsel
FROM: James N. Glerum
Director of Personnel
SUBJECT: OP Jurimetric Resource Requirements
1. Action Requested: This memorandum contains a recommendation
for your approval in paragraph 4.
2. Background: For several years, the office of Personnel (OP)
has been providing analytical support from within present resources
to OGC through the application of statistical models and basic
statistics using Office of Personnel data bases. This effort,
commonly called jurimetrics, was undertaken to determine the
validity of salary discrimination claims made in two active Agency
EEO suits. In 1980, OGC requested OP to analyze current and
historic personnel data to determine if there had been any disparate
treatment of female professionals with respect to salary equity in
the Intelligence Directorate (DDI). Working with the Office of Data
Processing (ODP), OP extracted data bases and, through the
application of linear models, demonstrated that there was no
statistical evidence of salary inequity for the classes of female
and male professionals. This effort, we understand, was very
helpful in the favorable settlement of an EEO suit which could have
been very costly to the Agency. Later, OP was requested to apply
this same linear modeling technique to an EEO case in another
directorate. Although the two EEO suits have now been settled, OGC
has informally requested OP to complete the analysis for the second
case and expand the jurimetric effort to meet the OGC defined
litigation threats in hiring, promotion, age and minority
discrimination, and to improve the data bases from which analyses
are derived.
3. Staff Position:
A. The application of the statistical modeling (i.e.,
jurimetrics) would result in many benefits, such as: identifying
past disparate treatment of identifiable groups; improving the
Agency's jurimetric analysis response time; quantifying and reducing
the historical OP data base error rate to meet legal requirements;
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and identifying correctable management practices that are
susceptible to Title VII criticism. This activity is now, and has
been, conducted at the expense of other valid personnel
requirements, such as: forecasting and monitoring manpower flows;
planning toward non-monetary employee satisfaction; the regular
updating of the Personnel data base; production of a multitude of
standard and special reports from the data base; and developing new
OP systems and improving existing OP systems. Unfortunately, the OP
employees who perform these functions are the same ones who would
provide the "jurimetric" support desired by OGC. All of these
functions require a varying mix of statistical/programming/data base
knowledge that is very scarce in OP.
B. The OGC request does not involve only the issue of
additional positions. A major problem would be locating and
attracting additional employees with the necessary skills after the
issue of additional positions is resolved. OP continues to attempt
to hire additional employees with these skills to fill current OP
requirements without notable success.
C. If the issue of scarce skilled manpower is disregarded,
there are several ways in which a jurimetric effort could be
mounted. All alternatives assume that a consultant will be
maintained on contract to assure the retention of jurimetric
continuity and expertise:
(1) A full jurimetric program, as informally requested
by OGC, would require the additional allocation of five positions.
The benefits to be derived from a full jurimetric program would
include a data base with appropriate jurimetric EEO elements which
should lead to the possibility of providing OGC with a faster
response to their requests for EEO analysis. The personnel data
base should develop a lower error rate as anomalous entries are
researched and corrected. Importantly, the various personnel data
file error rates could be quantified by data file and date of entry
for possible use in legal proceedings. In summary, the Agency would
develop and maintain the ability to identify the disparate treatment
of identifiable groups over past and current periods of time.
Staffing needs: two statisticians; one personnel research analyst;
one personnel information systems specialist; and one personnel data
technician.
(2) Although a moderate jurimetric effort of three
additional positions could not be expected to yield results as
quickly as a full jurimetric program, it should result in shortening
the time period required to perform analysis prior to responding to
OGC requests for support in Agency EEO cases. At this time efforts
have been devoted almost entirely to the development of linear
models which delineate salary disparities. The establishment of a
moderate program, however, should eventually result in additional
validated linear models for such factors as promotions and
training. Staffing needs: one statistician; one programmer; and a
systems analyst.
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(3) The currently planned contingency jurimetric
program could be supported without the need to allocate additional
positions. This approach calls for the completion of all analysis
and documentation on the two previously active cases by the end of
June 1983. What we will have accomplished through the approximately
four manyears of effort devoted to the jurimetric effort would be a
documented methodology for class action salary discrimination suits
that ensures a future capability in this area. The benefits of this
approach include the preservation of the models and methodology
developed to date, the existence of an EEO tailored data base for
two directorates, the ability to provide OGC with a "quick and
dirty" EEO case evaluation within about six weeks (without unusual
data base problems), and the retention of an authoritative
consultant who can provide OP with the benefit of new improvements
in the field.
4. Recommendation: While the implementation of the full
jurimetric program recommended is both feasible and desirable, it is
difficult to justify the sacrifice that would have to be made in
current operating OP programs without the allocation of the
additional necessary resources. Therefore, the Office of Personnel
requests the allocation of five positions to accommodate a full
jurimetric program.
APPROVE:
Distribution:
Orig - Return to D/OP
1
- ER
1
- OGC
2
- D/OP
1
- Subj
(Orig)
1
- Chrono
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OP/HPPS 2TMIar83 )
3
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I. Introduction:
A. Background
(1) DelineatiEmeaning of jurimetrics
B. Process
C. Results
II. Problem:
A. Need for personnel planning
(1) Controls, reporting
(2) Non-monetary employee benefits
B. Lack of analytical resource
(1) Statistical/programming skills needed in
HRPS/I&AB/ADRB/Jurimetrics (uses resources in all areas).
(2) Positions?
(a) Calls for analytic support growing - OGC too!
(b) Priorities in all OP program areas.
C. Lack of skill resource
(1) Competition for statistics/computer types is critical
(2) Current efforts to hire or grow
III. Alternatives:
A. Maximum jurimetric support(1
(1) Manpower resources: (w/consultant)
(a) HRPS: Statisticians = 2. (Back-up, model builder) --
Computer systems/programmers = #j(run model,
build data)
(b) ID/I&AB: Information assistants = 1 (mes,age data)
(c) ID/I&AB: Systems programmer = 1 (build data elements
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and validate) TOTAL = JK.S'
(2) Benefits:
(a) Standardized database with EEO elements
(b) Quicker jurimetric response
(c) Quantified or improved error factors
(d) Ability to identify disparate treatment of
identifiable groups over periods of time
(a) Now pay, later promotions, later = other
(b) Perspective of time trends
(e) Identification of problem areas needing corrective
management action
B. Medium jurimetic support: 0D
(1) Manpower resources (w/consultant)
(a) HRPS: Statistician = ,k (SAS trained model builder)
ID/I&AB: Information Asst = 1 (Pull and massage
I
data)
(2) Benefits
(a) Established team expertise:
(1) response time
(2) more models
(3) data factor development
(4) use of jurimetric trend data
C. Minimum task-responsive jurimetric support: (COP.-PM4awtryj
(1) Manpower resources (w/consultant)
(a) No standing requirements after June 1983
(b) Contingency divirsion of skilled manpower from
OP/HRPS and OP/ID in response to EEO cases
(2) Benefits
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(a) Preservation of existing models and methodology
through documentation
(b) Existance of scrubbed DDI and DDO data bases
(through 1976)
(c) Ability to provide OGC with a "quick-and-dirty case
evaluation within 6 weeks
(d) Preservation of authoritative consultant
(3) Problems
(a) Resources tied up until June 1983
(b) Slower response on OGC EEO cases.
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