COMMAND POLICY #86-6: CIVILIAN POSTION MANAGEMENT AND CLASSIFICATION

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00530R000300400004-6
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 2
• Document Creation Date: December 27, 2016
• Document Release Date: October 18, 2012
• Sequence Number: 4
• Publication Date: February 26, 1988
• Content Type: MEMO

Declassified and Approved For Release 2012/10/18: CIA-RDP90-005308000300400004-6
DEPARTMENT OF THE ARMY
UNITED STATES ARMY INTELLIGENCE AND SECURITY COMMAND
ARLINGTON HALL STATION
ARLINGTON, VIRGINIA 22212.5000
RErL.Y TO
11TTENTION 0-
SUBJECT: Command Policy 486- 6 Civilian Position Management and Classification
1. The policy of the Department of Defense, Department of the Army, and the
United States Army Intelligence and Security Command is that civilian positions
are to be structured in the most economical and efficient manner possible to
effectively accomplish our mission and make maximum use of employee skills.
The practice of good position management is a line manager's responsibility
with advice and assistance from civilian personnel, force development, manage-
ment analysis, and budget staff elements.
2. Position management is the process by which we identify and assign duties
and responsibilities to a position or group of positions in support of specific
functions and mission. The objective of position management is to establish.
organizational/position structures with the best possible balance of skills
and skill levels. To achieve this "best balance," you must take into account
accomplishment of mission, economy, efficiency of operations, attraction and
retention of competent and productive personnel, full and proper utilization
of employee skills, motivation and development of employees, ,and effective
use of work processes, techniques and equipment.
3. Zn order to achieve this position management objective, I have established
the following specific policies:
a. Position descriptions for INSCOM positions will be established and main-
tained to provide clear, accurate, and specific delineation of assigned major
duties and responsibilities and will not be vague or overwritten. Where
necessary, local procedures should be established to ensure prompt resolution
of controversies over job description content and wording.
b. Classification decisions; i.e., determination of pay category, title,
occupational series, code, and grade; will be made only by personnel fully
qualified and trained to apply pertinent requirements and standards. Admin-
istrative job evaluations or gradings based on considerations other than
classification standards and approved evaluation techniques are specifically
prohibited. When disagreements concerning proper classification are not
promptly resolved at the local level, higher level job evaluation review
should be obtained from this headquarters.
c. The Civilian Personnel Officer (CPO) and the Position Management
and Classification staff are not to be pressured into making unwarranted or
Declassified and Approved For Release 2012/10/18: CIA-RDP90-005308000300400004-6
 Declassified and Approved For Release 2012/10/18: CIA-RDP90-005308000300400004-6
TAPER-CP
SUBJECT: Command Policy /~86- 6 : Civilian Position Management and Classification
arbitrary upgrades or downgrades of jobs. Job classification or established
grade structures will not be evaluated or influenced by any staff representa-
tives when visiting field activities, except for authorized position management
and classification personnel.
d. Commanders and Staff Element Heads must ensure that subordinate super-
visors and managers fully understand their position management and classification
responsibilities. Position management performance standards should be developed
for both military and civilian positions with significant position management
duties.
e. Position management actions are to be taken to improve efficiency,
effectiveness, and economy of command position structures; to support assigned
mission; and to remain within assigned high grade allocations. Position man-
agement options contained in Appendix E, AR 690-500, Chapter 501, are to be
applied to all position actions; i.e., during position vacancy reviews, during
classification and position management surveys, efficiency reviews, and when
planning reorganizations.
f. Classification and position management surveys of all organizations
must be conducted at least biennially.
g. Supervisors and managers should use position classifiers as principal
advisors on position management matters. Specifically, position management
advice and recommendations will be obtained during the initial planning of
new or revised organizations, during classification and position management
surveys, during vacancy reviews, and during Efficiency Reviews.
h. Employees must continue to be afforded full opportunity to obtain infor-
mation or reasons for position management and classification actions and to seek
adjustments in the pay category, title, series, or-grade of their position. All
levels of command and supervision must guarantee, protect, and publicize employees'
right to seek such adjustments and ensure that employees may exercise this right
without fear of reprisal or prejudice.
4. It is only through-your continued support that we will have a constantly
improving and successful Command Position Management and Classification Program.
I am holding you, as Commanders and Staff Element Heads, personally accountable
for the success of your individual civilian -osition,management programs.
R~ E. SOYSTER
Maj r General, USA
Commanding
Declassified and Approved For Release 2012/10/18: CIA-RDP90-005308000300400004-6