FORMATION OF AN INFORMAL SIS WORKING GROUP

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP89-01114R000300090011-3
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 17
• Document Creation Date: December 12, 2016
• Document Release Date: November 6, 2001
• Sequence Number: 11
• Publication Date: October 19, 1979
• Content Type: MF

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19 OCT 1975
MEMORANDUM FOR: Deputy Director for Administration
Deputy Director for National Foreign Assessment
Deputy Director for Operations
Deputy Director for Science and Technology
Chairman, E Career Service
FROM: Harry E. Fitzwater
Director of Personnel
SUBJECT: Formation of an Informal SIS Working Group
1. Following the first presentation of the Senior Intelligence Service
program to the assembled supergrade officers yesterday afternoon, we are
seeking to move on to the various aspects of implementing the program. Based
on our discussions to date, I realize we have a number of issues to resolve.
2. I believe it would be most useful to form an informal working group,
representing the various directorates and career services and chaired by the
Chief of the SIS Support Staff, to consider some of the common problems in
implementing the new system. Hopefully, this group could discuss some of
the key issues in greater detail than time constraints on the Executive
Committee permit and could make recommendations to the Executive Committee,
as well as providing an information link with directorate management on SIS
matters.
3. If you agree, I would appreciate you designating a senior officer,
and preferably one who will be working closely with you in implementing the
SIS program in your directorate or career service. We will try to schedule
meetings at times convenient for the participants, and to keep the sessions
brief enough to encourage attendance by busy officers. We have tentatively
scheduled a meeting for Wednesday, 24 October at 10:00 a.m. in the D/Pers
Conference Room, 5E62, Headquarters.
4. Aside from the working group, Mr. and his staff are willing
and eager to meet with you and/or members of your staff at your convenience
to discuss SIS questions relating to your directorates or career service.
Mr. -temporary telephone lines are but he can always be
reached care of my office.
STATINTL
Distribution:
l-Ea Addsee Ha E. Fib rater
l-DDCI
1-Deputy to the DCI for Collection Tasking
1-Deputy to the DCI for Resource Ma.nagementl
D/Pers
STATINTL 2-C/SIS S ip?roveS&A~ Release 2002/01/08: CIA- DP89-01114R000300090011-3
OP/SISSS/~/jk/10-19-79
STATINTL
STATINTL
STATINTL
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19 OCT
MEMORANDUM FOR: Deputy Director for Administration
Deputy Director for National Foreign Assessment
Deputy Director for Operations
Deputy Director for Science and Technology
Deputy to the DCI for Resource Management
Deputy to the DCI for Collection Tasking
General Counsel
Legislative Counsel
Inspector General
Comptroller
Director, Equal Employment Opportunity
Director of Public Affairs
FROM: Harry E. Fitzwater
Director of Personnel
SUBJECT: Senior Intelligence Service - Advance Work Plan
REFERENCE: DDCI Memo dated 11 October to Same Addressees,
Subject: Senior Intelligence Service - Draft
Advance Work Plan
1. This will confirm the decision made at the Executive Committee
Meeting on 17 October 1979 that Form 45W, Advance Work Plan, currently
in effect for use with the new Performance Appraisal Report, will be
used for Senior Intelligence Service members.
2. The referent memorandum required that agreement by the ratees
and raters be effected by 1 November 1979. That date has been changed
to 1 December 1979.
STATINTL
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19OCT19'
MEMORANDUM FOR: Deputy Director for Administration
Deputy Director for National Foreign Assessment
Deputy Director for Operations
Deputy Director for Science and Technology
Deputy to the DCI for Resource Management
Deputy to the DCI for Collection Tasking
General Counsel
Legislative Counsel
Inspector General
Comptroller
Director, Equal Employment Opportunity
Director of Public Affairs
FROM: Harry E. Fitzwater
Director of Personnel
SUBJECT: Senior Intelligence Service - Advance Work Plan
REFERENCE: DDCI Memo dated 11 October to Same Addressees,
Subject: Senior Intelligence Service - Draft
Advance Work Plan
1. This will confirm the decision made at the Executive Committee
Meeting on 17 October 1979 that Form 45W, Advance Work Plan, currently
in effect for use with the new Performance Appraisal Report, will be
used for Senior Intelligence Service members.
2. The referent memorandum required that agreement by the ratees
and raters be effected by 1 November 1979. That date has been changed
to 1 December 1979.
HCM,, F. Fiteve' :'-,r
Harry E. Fitzwater
Distribution:
Orig - D/Pers Copy
1 Each Addressee
1 DCI;
1 - DDCI
STATINTL 1 - SA/DDCI (Mr.
1-ER
1 - D/Pers Chrono
1 - D/Pers Subject
1 - DD/Pers/PEC
STATINTL i - C/sis/ss
DD/Pers rd (19 October 79)
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11 October 1979
MEMORANDUM FOR: Deputy Director for Science and Technology
-Deputy Director-for Operations
Deputy Director for Administration
Deputy Director for National Foreign Assessment
Deputy to the DCI for Resource Management
Deputy to the DCI for Collection Tasking
General Counsel
Legislative Counsel
Inspector General
Comptroller
Director, Equal Employment Opportunity
Director of Public Affairs
FROM . Deputy Director of Central Intelligence
SUBJECT . Senior Intelligence Service - Draft Advance Work
Plan
1. Attached is a preliminary draft of supplemental guidelines
for the preparation of the Advanced Work Plans (AWP), an integral
part of the SIS Performance Appraisal system. The SIS AWP and
the Performance Appraisal system are the basic documents upon
which performance awards and/or bonuses will be based.
2. 1 would like you to review these guidelines ASAP and
comment back to the Office of Personnel by COB Monday, 15 October.
The AWP will also be discussed at the 18 October SIS Conference.
After review and revisions as appropriate, I expect to issue the
guidelines before the end of October.
3. All supervisors of SIS members will be expected to prepare
the AWP, discuss it with their-SIS staff members and reach agreement
on the AWP by 1 November 1979. The SIS members will be evaluated
against the agreed upon work plan by 1 October 1980. Obviously, the
supervisor and the SIS member to be rated must reach agreement not.
only on key priority objectives, but also how measurement of key
objectives will take place.
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4. I expect, in addition to individual work goals, that
supervisors of SIS members will also take into account office/division
level goals and directorate goals as well. The AWP should reflect
both the organizational goals and the individual SIS member goals.
--,of the -AWP.
At. thg ,end. of _ the fi rst year's experience,. I expect
an ii-depth evaluat..on of'the SISsystem including an analysis
'I appreciate your continuing support as we launch the
Senior Intelligence Service system.
STATINTL
rank C. Carlucci
STATINTL
Attachments
DCI
Director of Personnel
SA/DDCI (Mr.-
Distribution:
1 - Each Addressee
.1 - DCI
1 - DDCI
1-ER
1 - D/Pers.
1 - DD/Pers
I - DD/Pers/P&C
I C/SISISS
I - D/Pers Chrono
I - D/Pers Subject
SA/DDCI : slan (110ct79)
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 cS2 d_F r,1eleaa::2002lA IM C1,4- PH.9-1111 dPnnpa0DnS0A. . _. _
ROUTING AND RECORD SHEET
Speeches for "5111; Kick-Off (:clferer .ce
FROM:Hazry E Fitzwater '
'
Director~''of, Personnel.
Deputy Diectorof
', Central, zInte:Liigence'
FORM (3 1 ? USE PREVIOUS
EDITIONS. 1 1.
DATE
18 Ci tt:cber. 1979
OFFICERS I OMMENTS )Number each comment io sFow.from whom
INITIAIS lo.whom. Draw a line across column otter each con)oent.)
RICE1VFD
FORWARDED
Vince
Attached. arc two'`da # `c ren 1.
tacks`' taken, in, preparing:. ' peecrres
for_ the DDC1',s presentati I t this.
afternoon.. ` We provided t.f:c?se
two different speeches si.;,ce on
is:?more directed toward c nver:;a
t::Lons which:resu;tted afte
yesterday's Exe.c_i Live Ccmi i tt(!
Meeting and might, be the , ne
he;:might want to use to c ".ir~tc t
some of the disc::ssion gib it
the system being degradin:.
..tts
STATI N
Harry ] t_ i zwz;:t
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 LADIES AND GENTLEMEN:
THE INTRODUCTION OF THE SENIOR INTELLIGENCE SERVICE IS A MOMENTOUS
STEP IN THE HISTORY OF THE CENTRAL INTELLIGENCE AGENCY. I WOULD HASTEN TO
ADD THAT I EXPECT IT IS BEING PERCEIVED BY SOME IN THIS GROUP TODAY AS MORE
MOMENTOUS THAN BY OTHERS.
AS POINTED OUT IN THE DIRECTOR'S PREFACE TO THE SENIOR INTELLIGENCE
SERVICE BROCHURE, WE PERCEIVE THE CREATION OF A SENIOR INTELLIGENCE SERVICE
AS AN OPPORTUNITY TO RECOGNIZE SUPERIOR PERFORMANCE BY OUR SENIOR PERSONNEL.
ALTHOUGH THE RECENT PASSAGE OF THE CIVIL SERVICE REFORM ACT OF 1978 GIVES
US THE OPPORTUNITY, WE ARE TECHNICALLY EXEMPT FROM ITS PROVISIONS. THUS,
WE ARE FOLLOWING THE LEAD OF THE SENIOR EXECUTIVE SERVICE BEING INTRODUCED
ELSEWHERE IN THE FEDERAL GOVER1WiIENT, BUT OUR PLAN IS FOUNDED ON USE OF THE
DIRECTOR'S SPECIAL AUTHORITY. THE NEW SYSTEM OBVIOUSLY PROVIDES SOME
IMMEDIATE BENEFITS FOR THOSE WHO JOIN -_ A LIFTING OF THE ANNUAL LEAVE
ACCUMULATION MAXIMUMS, ELIGIBILITY FOR SABBATICALS, AND SENIOR OFFICER
DEVELOPMENT PROGRAMS.
FAR AND AWAY THE MOST IMPORTANT FEATURE OF THE NEW PROGRAM, AND
ALSO THE MOST CONTROVERSIAL, IS THE PROVISION FOR PERFORMANCE AWARDS AND
STIPENDS. THESE ARE AT THE HEART OF THE CONCEPT OF A SENIOR EXECUTIVE
SERVICE, AS PROPOSED BY THE PRESIDENT AND APPROVED BY THE CONGRESS. IT
OFFERS INCENTIVES FOR FEDERAL EXECUTIVES COMPARABLE TO THOSE AVAILABLE IN
PRIVATE INDUSTRY. IT IS BASED ON COMPETITION.
SOME HAVE EXPRESSED THE VIEW, BOTH ON THE SENIOR EXECUTIVE SERVICE
AND SPECIFICALLY ON OUR SENIOR INTELLIGENCE SERVICE, THAT CIA EXECUTIVES
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ALREADY ARE FULLY COMMITTED TO THEIR RESPONSIBILITIES, AND THAT
COMPETITIVELY-AWARDED INCENTIVES EITHER WILL NOT WORK OR WILL BE
PERCEIVED AS DEGRADING. I AM SOMEWHAT PUZZLED BY THESE REACTIONS. IN
MY ASSOCIATION WITH AGENCY EXECUTIVES AT ALL LEVELS, I HAVE FOUND YOU TO BE
HIGHLY TALENTED, HEALTHILY AMBITIOUS, AND FIERCELY COMPETITIVE. MOST OF
YOU IN THE AUDIENCE TODAY ROSE TO YOUR PRESENT POSITION THROUGH COMPETITION
WITH YOUR PEERS IN A SUCCESSION OF PROMOTION PROGRESSIONS. THIS SYSTEM HAS
INDEED WORKED, AND IN MY VIEW, HAS NOT PROVED DEGRADING TO ANYONE IN THE
SYSTEM.
IT IS INDEED TRUE THAT IT WILL BE DIFFICULT TO INTRODUCE AND IMPLEMENT
A COMPETITIVE AWARDS SYSTEM IN WI1ICH ONLY HALF OF OUR SENIOR OFFICERS WILL
BE GIVEN AWARDS IN A GIVEN YEAR. OBVIOUSLY, WE MUST DEMONSTRATE THAT THE
STANDARDS BY WHICH EACH IS JUDGED ARE REALISTIC AND FAIR. BUT THE END
RESULT SHOULD BE TO CONVINCE ALL CONCERNED, INCLUDING THOSE WHO DO NOT
RECEIVE AWARDS IN A GIVEN PERIOD, THAT THE NEW PROGRAM OFFERS A NOV
DIMENSION OF CAREER ENHANCEMENT RATHER THAN TAKING AWAY ANYTHING.
ALTHOUGH IT WILL BE MOST DIFFICULT FOR SENIOR SUPERVISORS AT ALL LEVELS
TO DEVELOP STANDARDS OF PERFORMANCE AND TO RATE SENIOR OFFICERS SERVING
UNDER THEM, I BELIEVE THAT THE SENIOR INTELLIGENCE SERVICE OFFERS A NEW
MANAGEMENT TOOL FOR ENCOURAGING AND REWARDING EXCELLENCE. I BELIEVE IN THIS
PROGRAM, AND I WANT EACH OF YOU HERE TODAY TO BELIEVE IN IT. ONLY IN -
THIS WAY WILL WE BE ABLE TO ACCOMPLISH THE AMBITIOUS GOALS SET FORTH. I
WOULD LIKE TO THINK THAT EACH OF YOU WILL SUPPORT THE PROGRAM. I WOULD
EXPECT THAT MANY OF YOU WILL HAVE SUGGESTIONS FOR HOW TO IMPLEMENT IT.
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TODAY IS ONLY ONE STEP ON THE ROAD TO DEVELOPMENT OF A SYSTEM IN WHICH
ALL MAY TAKE SATISFACTION AND PRIDE. I URGE EACH OF YOU TO JOIN US IN
THE SENIOR INTELLIGENCE SERVICE, AND TO JOIN US IN THE EFFORT TO MAKE IT
WORK -- IN THE BEST INTEREST OF OUR NATION, OUR AGENCY, AND OUR DESERVING
PEOPLE. THANK YOU.
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LADIES AND GENTLEMEN:
I HOPE THAT EACH OF YOU HAS HAD THE OPPORTUNITY TO STUDY CAREFULLY
THE MATERIALS SENT TO YOU FRCX'4 THE DIRECTOR ON THE NEWLY FORMED SENIOR
INTELLIGENCE SERVICE AND TO RAISE ANY QUESTIONS YOU MIGHT HAVE HAD WITH THE
DIRECTOR OF PERSONNEL AND HIS STAFF. BECAUSE THIS IS SUCH AN IMPORTANT
DECISION FOR EACH OF YOU TO MAKE, THE DIRECTOR, THE DEPUTY DIRECTORS
AND I WANT EACH OF YOU TO HAVE THE FULLEST UNDERSTANDING OF THE PRINCIPLES,
PURPOSES AND PERSONNEL MANAGEMENT FEATURES OF THE SENIOR INTELLIGENCE
SERVICE SYSTEM AND TO ELICIT YOUR SUPPORT IN ITS SUCCESSFUL IMPLEMENTATION.
THE DIRECTOR AND I HAVE BEEN IMPRESSED WITH THE FINE GROUP OF DEDICATED
AND INNOVATIVE SENIOR OFFICERS IN THE AGENCY, WHO ARE GENUINELY CONCERNED
ABOUT EXCELLENCE OF PERFORMANCE AND QUALITY OF CONTRIBUTION TO THE NATIONAL
INTELLIGENCE EFFORT. WE ARE CONVINCED, THEREFORE, THAT THE UNDERLYING
THEORIES AND CONCEPTS OF THE SENIOR INTELLIGENCE SERVICE SUPPORT THESE
CONCERNS AND ENHANCE OUR EFFORTS TO GIVE ADDITIONAL MEANINGFUL RECOGNITION
AND TANGIBLE REWARDS TO THOSE WHOSE PERFORMANCES EXCEL.
THE PURPOSE OF THE MEETING TODAY, THEN, IS TO GIVE YOU A BRIEF
OVERVIEW OF THE SENIOR INTELLIGENCE SERVICE AS WE SEE IT, INITIALLY, BUT
MOSTLY TO GIVE YOU AN OPPORTUNITY TO ASK OF ME, THE DEPUTY DIRECTORS, THE
DIRECTOR OF PERSONNEL AND THE SENIOR INTELLIGENCE SERVICE TASK GROUP, WHO
DID MOST OF THE SPADEWORK, ANY QUESTIONS WHICH YOU MAY HAVE.
IN GENERAL, WE ENVISION THE SENIOR INTELLIGENCE SERVICE TO BE A
TOTAL PERSONNEL SYSTEM CONCERNED WITH ALL ASPECTS OF SENIOR OFFICER
PERSONNEL MANAGEMENT. WE INTEND TO PLACE HIGH PRIORITY ON, AND GIVE
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CAREFUL ATTENTION TO, SELECTION OF NEW SENIOR INTELLIGENCE SERVICE
MEiIBERS; SENIOR OFFICER DEVELOPMENT FOR ALL OF US; PERFORMANCE APPRAISAL;
SELECTION FOR MORE RESPONSIBLE ASSIGNMENTS AND, HENCE, PROMOTION;
PERFORMANCE AWARDS FOR THOSE WHO EXCEL AND SPECIAL ASSISTANCE TO THOSE
WHOSE PERFORMANCES ARE NOT UP TO EXPECTATIONS TO HELP THEM IMPROVE.
YOUR SENIOR INTELLIGENCE SERVICE BROCHURES AND OTHER MATERIALS
COVER MOST OF THE PROVISIONS OF TIE SENIOR INTELLIGENCE SERVICE; HOWEVER,
THE ONE WHICH HAS GIVEN US THE MOST CONCERN AND WHICH, IN THE FINAL
ANALYSIS, IS THE "HEART" OF THE SENIOR INTELLIGENCE SERVICE SYSTEM IS
PERFORMANCE APPRAISAL. HARRY FITZWATER WILL GIVE YOU SOME INSIGHT INTO
PERFORMANCE APPRAISAL AS IT APPLIES TO THE SENIOR INTELLIGENCE SERVICE
MEMBERS. I WOULD, HOWEVER, LIKE TO PREFACE THE DISCUSSION ON THE SUBJECT
BY SAYING THAT IT IS CRITICAL THAT YOU, AS SENIOR OFFICERS, FULLY UNDERSTAND
THE CONCEPTS UNDERLYING THE DEVELOPMENT OF ADVANCE WORK PLANS AND SUBSEQUENT
PERFORMANCE APPRAISALS, AND THEIR RELATIONSHIP TO PROMOTIONS, ASSIGNMENTS,
PERFORMANCE AWARDS, AND, EVEN, RETENTION IN THE SERVICE. I URGE YOU TO TAKE
SERIOUSLY TIIE DEVELOPMENT OF MEANINGFUL WORK OBJECTIVES AND PERFORMANCE
STANDARDS BETWEEN AND AMONG YOU, YOUR SUPERVISORS AND YOUR SUBORDINATES
AS THE CASE MAY BE. THE SUCCESS OF THE ENTIRE PROGRAM RESTS ON THE
SINCERITY AND INTEGRITY WITH WHICH YOU APPROACH THE PERFORMANCE APPRAISAL
PROCESS. NO AMOUNT OF PROCEDURES, FORMS OR DIRECTIONS CAN REPLACE THEM.
BEFORE I TURN THE MEETING OVER TO HARRY, I WOULD LIKE TO MAKE
REFERENCE TO ANOTHER PROVISION OF THE CIVIL SERVICE REFORM ACT WHICH WE
ARE TAKING UNDER ADVISEMENT AND THAT IS MERIT PAY. FOR THOSE OF YOU
WHO MAY NOT BE FAMILIAR WITH THIS PROVISION, THE MERIT PAY SYSTEM PROVIDES
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INCENTIVE PAY FOR EXCELLENCE OF PERFORMANCE TO MANAGERS/SUPERVISORS
IN THE GS-13 TO GS-15 GRADE RANGE. WITHOUT GETTING INTO MORE DETAIL
ON THIS SUBJECT, I WISH TO INFORM YOU THAT NO DECISIONS HAVE BEEN MADE
BY THE DIRECTOR AS TO WHETHER THE AGENCY WILL ADOPT ANY OF THE FEATURES
OF THE MERIT PAY PROVISION. WE PLAN TO STUDY IT IN THE NEAR FUTURE AND
I WILL KEEP YOU ADVISED. IF THERE ARE QUESTIONS OR APPREHENSIONS IN THIS
AREA, PLEASE ADVISE THE INQUIRER OF THE STATUS AS IHAVE JUST INDICATED
STATINTL AND, IF NEED BE, CAL ON EXTENSION MOR FURTHER STATINTL
INFORMATION.
- 3 -
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( G 1' /1 .~ _ c 1 e 'ter e ,~
The introduction of the Senior Intelligence Service is a momentous
i+' i5
step in the history of CIA. I would hasten to add that I expect i being
perceived by some in this group today as more momentous 4mwkaps than by
others.
As pointed out in the Director's preface to the SIS brochure, we
perceive the creation of anSIS as an opportunity to recognize superior
performance by our senior personnel. Although the recent passage of the
are
Civil Service Reform Act of 1978 gives us the opportunity, we/technically
exempt from its provisions. Thus, we are following the lead of the Senior
Executive Service being introduced elsewhere in the federal government but
our plan is founded on lire use of the Director's special authority. The
new system obviously provides some immediate benefits for those who join --
Wk a lifting of the annual leave accumulation maximurr4~,ligibility for
sabbaticals) and Ur senior officer development programs.
Far and away the most important feature of the new program, and also
the most controversial, is the provision for performance awards and stipends.
These are at the heart of the concept of a Senior Executive Service as
proposed by the President and approved by the Congress. ItF
offer incentives for federal executives comparable to those available in
private industry. It is based on competition.
Some have expressed the view,,both on the SES and specifically on our
SISS that CIA executives already are fully committed to their responsibilities,
WO- W4 and that competitively- awardhi centives either not work or JA. be
perceived as degrading. I am somewhat puzzled by these reactions. In my
o, 01 % t Qva K", 9 v
associatiogi with Agency executives& I have found to be highly 41?4
a
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ambitious, and fiercely competive. Most of you in the audience
A
today rose to your present position through
competition with your peers in a succession of promotion progressions.
This system has indeed worked and in my viewhas not proved degrading to
anyone in the system.
ft is indeed true that it will be difficult
to introduce and implement a competitive awards system in which only half of
our senior officers will be given awards in a given year. Obviously,, we
must demonstrate that the standards by which each is judged are realistic
and fair. But the end result should be to convince all concernedincluding
those who do not receive awards in a given period that the new program offers
0- rew
..ate dimension of career enhancement rather than taking away anything.
Although it will be most difficult for senior supervisors at all levels to
develop e standards of performance and to rate senior officers serving under
them, I believe that SIS offers a new management tool for encouraging and
rewarding excellence. I believe in this program and I want each of you here
today to believe in it. Only in this way will -Us we able to accomplish the
ambitious goals set forth. I would like to think that each of you will support
the program. I would expect that many of you will have suggestions for how
c eto e+4
implement it. Today is only one step on the road to a system
in which all. may take satisfaction and pride. I urge each of you to join
us in the SIS,and to join us in the effort to make it work--in the best interest
of our nation, our Agency, and ourr&pe ple. Thank you.
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L P d, c S 1 a.,? Gc,..? I- e &-14,,j ~
I hope that each of you has had the opportunity to
study carefully the materials sent to you from the Director
on the newly formed Senior Intelligence Service XSI and ,moo
raise any questions you might have had with the Director of
Personnel and his staff. Because this is such an important
decision for each of you to make, the Director, the Deputy
Directors and I: want each of you to have the fullest under-
standing of the principals purposes and personnel management
features of the SIS system and to elicit your support in
its successful implementation.
The Director and I have been impressed with the fine
group of dedicated and innovative senior officers in the
Agency/ who are genuinely concerned about excellence of
performance and quality of contribution to the national
intelligence effort. We are convinced, therefore, that the
gal
underlying rM -*&
;rsass Of ISIS support
these concerns and enhance our efforts to give additional
meaningful recognition and tangible rewards to those whose
performances excel.
The purpose of the meeting today, thi', is to give you
a brief overview of SIS as we see it, initially, but
mostly to give you an opportunity to ask of me, the Deputy
Directors, the Director of Personnel and the SIS Task Group,
who did most of the spade work
may have.
, any questions which you
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In general, we envision SIS to be a total personnel
system concerned with all aspects of senior officer personnel
management. We intend to place high priority on, and give
careful attention to, selection of new SIS members; senior
officeA,development for all of us; performance appraisal;
selection for more responsible assignments and, hence,
promotion; performance awards for those who excel and
special assistance to those whose performances are not up
to expectations to help them improve.
Your SIS brochures and other materials cover mostGkhe
provisions of SIS; however, the one which has given us the
most concern and which, in the final analysis, is the
"heart" of the SIS system is performance appraisal.
Harry Fitzwater will give you some insight into performance
appraisal as it applies to SIS members. I would, however,
like to preface the discussion on the subject by saying
that it is critical that you, as senior officers, fully
understand the concepts underlying the development of Advance
Work Plans and. subsequent performance appraisals and their
relationship to promotions, assignments, performance awards,
and, even, retention in the service. I urge you to take
seriously the development of meaningful work objectives
standardsyc,,
and performance xidxx3mx~xymxt, your superri sFors hand your
subordinates as the case may be. The success of the entire
program rests on the sincerity and integrity with which you
approach the performance appraisal process. No amount of
procedures, forms or directions can replace them.
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Before I turn the meeting over to Harry, I would like
to make reference to another provision of the Civil Service
Reform Act which we are taking under advisement and that is
Merit Pay. For those of you who may not be familiar with
this provision, the Merit Pay System provides incentive pay
for excellence of performance to managers/supervisors in the
GS-13 to 15 grade range. Without getting into more detail on
this subject, I wish to inform you that no decisions have been
made by the Director as to whether the Agency will adopt any
of the features of the Merit Pay provision. We plan to study
it in the near future and I will keep you advised. If there
are questions or apprehensions in this area, please advise
the inquirer of the status as I have just indicated and, if need
STATINTL be, call
i~i
on x for further information.
away" Flxxy baby! .
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