REALISTIC S&T INPUT FOR DDA SUPPORT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP86-00024R000200220005-0
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 3
• Document Creation Date: December 16, 2016
• Document Release Date: July 14, 2005
• Sequence Number: 5
• Publication Date: February 27, 1984
• Content Type: MF

Approved for pIbasb?Q005/b8/21:iCJA ?2DP86-0002400200220005-0
27 February 1984
MfDRANDUM FOR:
DD/PA&E
FBZDM:
SUBJECT: Realistic S&T Input for DDA Support
M'EREE: Memo from S&T to DDA dated 17 Feb. 1984;
same subject
1. There are at least three areas in which the DA provides a significant
amount of OP support for the DDS&T. The first involves the provision of
benefits for existing S&T employees, while the other two involve the assurance
that the proper number and mixture of S&T employees will be hired, assigned,
and promoted in a manner which will assure the satisfaction of S&T
objectives. While the provision of benefits for existing S&T employees
provides few unanticipated initiatives, the sizing of the activities involving
the future human resources of the S&T have developed problems that the
directorates will have to cooperate in resolving.
2. Perhaps the most significant planning documents for human resources
are those involving the budget. However, both the Agency Comptroller and the
Office of Personnel have noted the inadequacy with which future personnel
resources are presented in the budgetary process. The most obvious disparity
relates to the directorate position requirements. Not only is PMCD generally
requested to formalize positions at higher grades than requested in the
budget, but existing average grades have been understated in the budget. The
end result of this kind of underestimating is an average grade level that is
inadequate for implementing necessary position allocations.
3. Other human resource planning factors relate to the office of
Personnel's ability to recruit and EDD sufficiently skilled employees within a
time-frame that meets directorate requirements. There appears to be a
tendency, in the budgetary process, to justify new officer positions that must
be converted to clerical requirements at a later date to satisfy the
directorate's updated manpower needs. This kind of significant shift in
subcategory requirements requires a substantial change in OP advertising and
recruiter resources to satisfy the modified requirements. Difficulties in
responding to significant modifications in manpower requirements are often
exacerbated by directorate claims for the need to EDD employees for all new
requirements at the beginning of the fiscal year. OP plans its recruitment
activities to provide for a gradual increase in EDDs to meet all new
requirements by the end of the fiscal year, since OMB stipulates this
limitation in the budgetary process. It would be most helpful if directorate
programs would also incorporate this kind of gradual increase in staffing.
Approved. For, Release--,21094/08/2;, PDP86-00024R000200220005-0
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4. In summary it would be very useful if the budgetary process could
incorporate more realistic directorate employee requirements in terms of:
(1) position average grade requirements, (2) the timing of EODs, and
(3) subcategory requirements. One method of improving this process would be
the greater involvement of Component Personnel Officers in the budgetary
process.
STAT
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