TASK FORCE REPORT ON UNIFORM GUIDELINES ON EMPLOYEE SELECTION PROCEDURES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP89-01114R000300050017-1
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 4
• Document Creation Date: December 12, 2016
• Document Release Date: May 22, 2001
• Sequence Number: 17
• Content Type: MF

Approved For Release 2001/08/09 : CIA-RDP89-01114R000 Q50?47n1
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Task Force on Uniform Guidelines on
Employment Selection Procedes
MEMORANDUM FOR: Chairman STATINTL
FROM: "Deputy Director--for Science :a Technol ogy
SUBJECT: Task Force Report on Uniform Guidelines on
Employee Selection Procedures
1. I.have reviewed the Task Force Report on the Uniform Guide-
lines on Employee Selection Procedures and feel there are certain
points which need clarification and others I believe worthy of comment.
Given the importance and magnitude of this issue, the time allotted for
review was not adequate. Since there have been no externally imposed
deadlines, I strongly urge a cautious and measured approach to this
program and suggest that further study be conducted with possible model
testing before actual implementation.
2. The following general concerns surfaced during the review of
the Task.Force Report:
a. Contrary to the Task Force's view, I believe that the
highly structured method of collecting and reporting employee
selection data would most certainly require diverting a signifi-
cant amount of resources toward that effort. It would seem
logical to develop a computer-based system to process this data
in an attempt to minimize the resources required. OPPPM and
ODP would be the logical offices to pursue this effort.
b. I question the need and advisability of making the
directorate components responsible for applicant flow data
when most of the necessary information (i.e. the applicant
file) is available through OPPPM. It seems that OPPPM is the
better place to collect-this data. This would alleviate
duplication of reporting.. It should be noted that numerous
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SUBJECT: Task Force Report on Uniform Guidelines on
Employee Selection Procedures
applicants are considered for employment by more than one
component or directorate and in some cases for jobs in more
than one occupational grouping. Since this data, for the most
part, can be extracted from the official applicant file once it
has made its rounds, the best place to do,this is in OPPPM. .if
M could then publish
the data were stored on the computer, OP1P
~
omputer reportsfor=the directorates and offices thus
monthl
y c
avoiding the necessity of having thedati#collected and reported
i
upward for compilation and review.
3. The following comments are related to specific recommendations:
Recommendation 2
A question which might be raised is how to treat statistically
those applicants who choose not to complete the self-identification
street. :[f significant numbers choose not to complete the form,
.they. would probably be carried as "other", thus seriously eroding
the utility of the statistical data. Additionally, if the completed
form accompanies the applicant's folder to the selecting components,
the potential is that this will prejudice selection decisions in
the same way that in the past race and sex information, along with
photographs, were deemed potentially prejudicial. I think it makes
most sense for OPPPM to remove the form before circulating the file
for. indications of interest.
Recommendation 3
Some lack of clarity exists with the definition of "applicant"
proposed by the Task Force. In many cases the PHS and self-
identification sheet will be insufficient to determine if the
individual meets the entrance-on-duty qualifications. It appears
then that such an individual should not be considered an applicant
until he/she has been interviewed.
Recommendation 8
With the understanding that some applicants are disqualified
by OMS and OS and a percentage will withdraw their applications,
the proposed flow data can reflect unfairly on office of
directorate selections. To compensate for this situation, a
fourth line might be added, on the Uniform Selection Procedures
Summary Report, to each occupational series for reporting drop-
outs which occur after processing begins.
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SUBJECT: Task Force Report on Uniform Guidelines on
Employee Selection Procedures
Recommendation 10
Clarification is needed because all employees at a grade
level are "considered" for promotion at the same time. Some
of those "considered" are recent EOD's,-_?-t ose recently ' pi omoted,
those at the .top__of their grade-scale, o5.those comparatively
ranked-too low t0:_:progress`to higher- level's. It should be
clearly stated whether information is ret ired on all personnel
in a given grade and job category or only those recommended for
promotion.
Recommendation 11
If OEEO and OPPPM review the applicant flow data quarterly,
this reporting frequency appears to be quite adequate for
directorate reviews as well.
Recommendation 16
An office should be given an opportunity to correct its
procedures before a full-scale investigation begins. This
could be done by notifying an office that adverse impact, is
perceived and giving that office a specified number of days to
provide a solution to the problem.
Recommendations 18 and 19
I support Alternative Recommendation 18.
The following statement should follow Recommendation 19:
"The Executive Committee will review such appeals. The EC will
be supported by the D/OPPPM and the C/PSS serving as non-voting
advisors."
It is important to involve senior line managers in this
process. It is far better to have the deputies advising the DDCI
on a matter so important to their operations (rather than the IG,
the GC, and the Comptroller). Further, this avoids creating
another board.
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SUBJECT: Task Force Report on Uniform Guidelines on
Employee Selection Procedures
Recommendation 25
While the goal of this recommendation is laudable, serious
resource implications are apparent. It is difficult to foresee
this kind of activity being completed in the near term given the
difficulties PMCD encounters in doing t-hetcurrent three--year review.
I recommend that the DDA be given this responsibility instead
of the General Counsel.
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