PROPOSAL FOR AREAS FOR IN-DEPTH STUDY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00530R001002340015-1
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 3
• Document Creation Date: December 27, 2016
• Document Release Date: March 14, 2013
• Sequence Number: 15
• Publication Date: March 28, 1988
• Content Type: MISC

Declassified and Approved For Release 2013/03/14: CIA-RDP90-00530R001002340015-1
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INTELLIGENCE COMMUNITY PERSONNEL STUDY
Proposal for Areas for In-Depth Study
Based on the preliminary investigation, it is proposed to
concentrate the study in the areas of total compensation, training
and career development, staffing, equal employment opportunity, and
future Human Resources Management (HRM) needs of the IC agencies.
These areas will be examined in the context of the broad issues
stated in the Authorization Act and the contract: whether the
present and planned HRM systems will be able to attract and retain
the highest quality personnel; whether there is a need for
significant changes in HRM systems to meet future change; and
whether there are significant differences in the HRM problems
confronting the intelligence community agencies in contrast to other
federal agencies and in contrast to each other.
Briefly, the focus of inquiry for each area proposed for examination
is as follows:
1. Total Compensation.
--examine pay from two aspects; the impact of the pay cap and
the need for increased agency flexibility in the use of the pay
system withi-n cap limits.
--examine benefits from two aspects: the need for benefits
enhancement because of the nature of the work performed by staff in
the IC agencies and the need for increased agency flexibility in the
use of benefits to better meet the needs of a changing workforce.
--examine compensation and benefits comparability for staff
in overseas assignments including a comparison with the State
Department.
--examine the need for different/better pay and benefits from
the general federal civil service.
--examine specific pay and benefit issues, cited in the
contract and/or which are developed in the course of the study,
which affect the ability of the intelligence community agencies to
compete with the private sector and with other federal agencies for
top quality personnel.
2. Career Development and Training.
--examine the career development programs to determine how
they support'the future staffing and skill needs of the agencies.
--examine the adequacy of training and retraining programs in
the agencies and how they are linked to improving job performance
and meeting current and future skill needs.
Declassified and Approved For Release 2013/03/14: CIA-RDP90-00530R001002340015-1
 Declassified and Approved For Release 2013/03/14: CIA-RDP90-0053OR001002340015-1
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--examine the adequacy of resources for training and career
development programs.
--examine workforce and succession planning programs to
determine their adequacy for meeting the future staffing, training
and career development program needs of the agencies.
3. Staffing.
--determine current and projected skill shortage and
retention problems which threaten accomplishment of agency missions.
--examine the impact of the more stringent personnel security
requirements of the IC agencies on the ability of the agencies to
compete in the labor marKet.
--explore the possibility of assessing the quality of new
staff being employed and retained now and in the future.
4. Equal Employment Opportunity.
--develop a grade/sex/race profile.
--examine occupational distribution in terms of race and sex.
5. Examining the Future.
--address this question from the perspective of strategic and
technological change in the intelligence mission, and economic,
social, and demographic trends in US.
--examine projections of agency future staffing needs from
the current staff base. Include examination of the impact of
congressional personnel authorizations for the IC agencies and the
impact of congressional action on pay and benefits.
6. Organizational Issues.
--examine the role of the DCI in providing guidance and
direction to the HRM programs of the intelligence community agencies
and for performing an on-going oversight of HRM.
--examine the potential impact of war-time operations on
those intelligence functions heavily dependent on civilian personnel.
Declassified and Approved For Release 2013/03/14: CIA-RDP90-0053OR001002340015-1
 Declassified and Approved For Release 2013/03/14: CIA-RDP90-0053OR001002340015-1
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The investigation will be directed primarily to the CIA, NSA, DIA,
and FBI. The current redesign of the civilian personnel systems of
the military intelligence agencies will not be examined. It is
expected that the Panel's findings and recommendations will be of
value in assessing these changes. Study of the State INR activity
will be limited in scope.
To re-emphasize the comparative nature of the study, in all phases
of the study, the staff will examine:
a) the degree to which the different intelligence agencies
should or could have uniform HRM policies,
b) the extent to which the uniqueness of the intelligence
function justifies different HRM policies from the rest of the
government.
March 28, 1988
Declassified and Approved For Release 2013/03/14: CIA-RDP90-0053OR001002340015-1