(UNTITLED)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP88B00553R000100170037-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 3
• Document Creation Date: November 11, 2016
• Document Release Date: January 7, 1998
• Sequence Number: 37
• Content Type: REGULATION

Approved For Release 1999/09f~~J:?CFA-RDP88B00553R000100170037-1
OFFICE OF RESEARCH AND DEVELOPMENT
GENERAL NOTICE NO. 44
1. ORD PERSONNEL POLICY
The personnel policy of the Office of Research and Development
conforms to Agency regulations and periodic policy releases by the Office
of Personnel. The value of the individual to the Agency, to DDf S&T, and
to ORD is the prime consideration in formulating a personnel policy. In
addition, the desires of the individual according to his, or her, capabilities
must be given consideration.
2. FORMAL ESTABLISHMENT OF ORD PERSONNEL POLICY
This notice formally establishes a policy witYiin the Office of
Research and Development for the handling of secretarial, administrative,
and clerical personnel. This policy is in accordance with Agency regu-
lations and directions issued by the Office of Personnel;
a, The Special Career Panel shall be responsible to
the Director/ORD for recommending career management
of all secretarial, administrative, and clerical personnel
in the "R" Career Service assigned to the Office of
Research and Development. Career management shall
include reassignment, promotions, ,.nd training.
b: The Personnel Officer/ORD shall be; responsible
for the establishment of secretarial and clerical require-
ments and for initial assignment of such personnel, either
on a temporary, permanent, or ad hoc basis.
? c. .Current Agency personnel policy does not permit
selection of clerical or stenographic personnel from the
clerical "pool". Stenographic and c~.erical :requirements
are filled by qualified personnel assigned from the "pool"
and are detailed to the divisions by the Personnel Officer
accordingly.
Gird i'3Q;li; .':';S)
d~ irssU;,aa~al
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d. The exception to the assignment policy stated in
paragraph "c" concerns assignment to fill a senior secre-
tary position in a division. In general, when such a vacancy
occurs, the responsible Division Chief shall review the files
of all eligible secretaries within ORD. Candidates for the
position may be interviewed by the Division Chief. The
Division. Chief shall inform the Special Panel, through the
Personnel Officer, of his selection: The Special Panel will
then review this proposed action and make recommendations
to the Directar /ORD. If the Division Chief determines that
no ORD personnel are suitable for the position, he shall so
inform the Personnel Officer who will than circulate a
vacancy notice through the Personnel Officer/:DD/S&T for
applicants from other components .
e. Transfers (HN 20-116 Internal Transfers)
(1) A GS-7 Secretary Steno who wishes to be
considered for a GS-8 to 11 position may submit
her name to the Office of Personnel in a sealed
envelope for consideration when these vacancies
occur.
(2) Vacancy notices, both inside and outside
of ORD, are disseminated by various means . Some
are formal notices and are circulated to all divisions.
Others are relayed to ORD by telephone and passed
on to the divisions in that manner. Interested
personnel should inform the ORD Personnel Officer
who will take the necessary steps to add their names
to the applicant list.
(3) Secretarial or clerical personnel. who wish
a transfer to another component of the ~1g;ency may
request that their files be "shopped" by the Personnel
Officer/ORD.
(4) Discussions concerning a vacancy may be
held in confidence between a Division Chief and an
applicant for transfer. If the applicant i~~ deemed
qualified for the position under discussion, the
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 Approved For Release 1999/09/27 :CIA-RDP88B00553R000100170037-1
Personnel Officer will be so notified and will
notify the applicant's division. Release dates will
be arranged to the mutual satisfaction of both the
losing and receiving divisions, depending; upon
need and the availability of replacements.
(1) Promotions for secretarial and clerical
personnel are not made according to a schedule.
Recommendations should be sent to the Personnel
Officer/ORD.
(2) There are no specific time-in-grade re-
quirements for promotion. Each recommendation
is taken up by the Special Panel as soon as practi-
cable after it has been received. If there is a
question as to the propriety of a promotion action,
the Division Chief submitting the recommendation
shall be consulted before a final action is taken.
(3) A GS-5 transferred to a GS-7 Senior
Secretary position should be recommendc;d for pro-
motion to GS-6 as soon as possible after the re-
assignment. A GS-6 assigned to such a position
should be considered for promotion within six
months of the transfer. Both situations assume
that the individual has demonstrated some competence
in the position.
25X1A9a
Robert M. Chapman
Director of Research and Development
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Approved For Release 199 ~~r- -RDP88B00553R000100170037-1