PERSONNEL MANAGEMENT ACTIVITES AND ACCOMPLISHMENTS FY 1986

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00530R000701790003-0
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 3
• Document Creation Date: December 27, 2016
• Document Release Date: March 7, 2013
• Sequence Number: 3
• Content Type: MISC

Declassified and Approved For Release 2013/03/07: CIA-RDP90-00530R000701790003-0
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A(..:TIVITTES Tom A,7COMPI.,?;HMENTS FY 10,A(.;
1. Tniliated a pilot pyojoot in the Southeastern Unitf,d
Stat,..!s to evaluate and study A mote regionalized recruitieg
effort to ensnre the most efficient means of meeting our
personnel neods. This will be the plot(.type ptootam tot
implementation in 01110T :1!eas of the United Stat4t;,..
2. A now intfrview format tof selection of Special Tql
currcntly beinq implemeoted. Thin new system was developA
an writi,idt- contractor And TfluOIT:Al motlitir!alionf; in oilr
3. Throngh some selecti,!e adverriniog iii4d the establishment
of regicn,il recruit,rs, ft.r PRT has begrin implemenl.ytion of a
college relations provem. This. ptogr:im Will permit th,, FIAT to
staff ponitions in a more efficient and effective manner.
4. NIIMProliS training semin.47:: have on held to Annure the
development of employees in the VAriOlIS
On a continuing hai--ir" each field office and headquarters
division in inspected every two years, for complianve with
proper operating procedures.
6. Surveys were executed and conferences and meetings held to
PilhAnCe and expAnd the process of computerization of numerous
personnel related activities, of which many are still on-going.
7. Completed in-dopth study of both final and ploposed
regulations, governing the Performance Managerrwnt System (PMS),
that was issued by OPM on 3/11/RO. Policy establishing a PMS
for FRI employees, has been written and sent to the flepartment
of Justice And Office of Personnel Management for approval.
A. To implement tbe Senior Executive Service (SES) for the
FT's Supergrade employees, a legislative package waR drafted
for the review 'old approval of the Department of Justice,
Office of Personnel Management and Office of Mawigement and
Budget, prior to submission to Congress for enactment.
9. A field wide survey was conducted to assess the field
support personnel needs for FY 1987.
10. Several position classification studies were initiated
and/or completed, to revise position descriptions that were no
longer accurate, to initiate new programs and/or to develop
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,'.00reer lad ers. Some of the positions involved were: Staffing
pecialiSt SAC/ASAC Secretaries, NCIC Operator positions.
Bulky ExhilAts, Computer Assistants, and Omnibus positions.
f.-V.114-j Vie overall objective of the job/task analysis for all
qmbpport tositions-js to ensure all selection and promotional
- ? procedures for Support Positions are job-related and valid.
The specific objectives of this project Axe limited
to: defining the various support positions according to the
types of tasks performed: determining the types of knowledges.
skills. abilities, and other attributes required to perform
those tasks: and determining the training requirements
associated with each of the positions defined.
Phase one, directed at studying GS support positions
in our 59 field offices has been completed. Occupational
Survey and Response booklets were administered to 4,487 field
office support personnel. The data obtained was entered into a
computer and a report completed.
The Headquarters portion (phase two) is near
completion. Five Occupational Survey booklets have been
printed and are ready for distribution to approximately 7,000
employees.
We are in the process of selecting an outside firm
which will be required te'develop valid job-related selection
and promotion criteria for support positions. Further the firm
will be responsible for developing validated testing for
positions, as required to ensure the FRT is hiring and
promoting support persennel based on merit principles.
We have not been confent to wait for the job/task
analysis to be completed. In the interim, a Human Resources
Planning Group, a Career Guidance Program, and a Staffing team
have been established to develop.a more professional and coordi-
nated approach to resolving these issues. Presently this effort
is concentrating on developing a system for matching people and
jobs, providing a career counseling service, and improving com-
munications at all levels. .
12. During FY 1986. a total of 431 new Agents entered on
duty. Among them were many with specialized backgrounds for
which there WAS a need, including 47 accoun-
tants, 86 attorneys, 7 linguists and 28 engineers/scientists.
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13. Aktotal of 1.817 general support applicants were sworn on
duty aping FY 3986 - - 1.219 at FEIHQ and 598 in the various
field 'offices.' An additional 183 appointments were issued to
lc.,Aupport applicants for a variety of specialty positions includ-
ing Language Specialists-.
14. The FBI has conducted numerous background investigations
for DEA and they subsequently hired 986 SAs for their organiza-
tion. The anticipated hires for this fiscal year had-been set
at son-sso.
. Declassified and Approved For Release 2013/03/07: CIA-RDP90-00530R000701790003-0