UNIFORMITY OF PROMOTION SYSTEMS

Document Type: 
Collection: 
Document Number (FOIA) /ESDN (CREST): 
CIA-RDP92-00455R000300090032-9
Release Decision: 
RIPPUB
Original Classification: 
K
Document Page Count: 
5
Document Creation Date: 
December 12, 2016
Document Release Date: 
February 8, 2002
Sequence Number: 
32
Case Number: 
Content Type: 
REGULATION
File: 
AttachmentSize
PDF icon CIA-RDP92-00455R000300090032-9.pdf250.46 KB
Body: 
- - t.~ ?. r' ~~ - t `fir P92 OD455 O OO 0032-9 IX,I ACTION ITEM: Prepare a paper that surveys the operation of the panels and boards throughout the Agency by Career Service to include how promotion recommendations are made and implemented and how the results are publicized. The paper should include recommendations for improving consistency and publicity. The competitive promotion review and evaluation system of the various Career Services have been examined for elements of common approach. All use panels or boards, review personnel at least annually, and except for the DDO, provide for panel or board action at the Career Service Sub-group level. All panels and boards, except in the DDO, function in an advisory capacity to the Heads of the Career Service or the head of the office concerned. The results of the promotion exer- cises are published by some components, but this is not a universal practice. There are also variances in schedules for evaluation and promotion. Some panels review on a Career Service issued schedule for individual grades, others review and promote all grades at one time. Some promote annually, others on a six month schedule. There, are a few offices where the review process is on an annual basis, but the promotions are made throughout the year. There are also differences in the extent of publication as well as the detail of the criteria used for the promotion evaluation. After consideration of the various systems and approaches to the promotion process, we have developed five recommendations, directed to provide basic procedures common to the competitive promotion exercise Agency-wide, but which allow for the discrete nature of the Career Services. We do not believe the proposals will impact unduly on the systems now operating in any one of the Services, but should at the same time assure Agency employees of the equality of treatment through- out the organization. Some of these recommendations are already part of the system in the Services, others will be a new requirement for some of the components. The evaluation for promotion exercise will be related to the Fitness Report cycle for the grade under consideration. The board or panel evaluation and promotion recommendation actions will be completed Approved F9rRelease 2002iQ5/Q7 : CIARDP94 pD45~ _??OOp (Q 0032-9 i2 ~i.r i.-FsLi' .... .:Qsi.f-: Fi~-+ gl,s u1 _ T 1 ~w k 1 Approved' lease 2'002/ 5/07 : ,CIA-'RDPi 00 ~6 0090032-9 within 90 days of the ending date of the Fitness Report period so that approved recommendations may be made effective the first pay period thereafter for all Agency employees being promoted to the specific grade. Example: GS-12 and GS-13 Fitness Reports now cover the period 1 January to 31 December. The approved promotions to GS-13 and GS-14 would be effective the first pay period after 31 March. STATINTL The basis for the promotion review cycle will be that established for the preparation and receipt of Fitness Reports published and will be followed by all Career Services and Career Service Sub- groups. If this recommendation is approved, it may be necessary to reprogram the schedule to avoid oven%weighting some periods. To allow use of headroom which may accrue by attrition during the year, Career Service or Career Service Sub-groups have the option for a second review and promotion exercise six months after the one based on the Fitness Report cycle. Example: The GS-12 and CS-13 personnel reviewed in the January-March period could again be reviewed during July-September with pro- motions effective the first pay period after 31 September. A board and panel structure will be established by the Head of the Career Service to administer the competitive promotion exercises of the Service. The Career Service Sub-group panel structure may be modified in the DDO where a single service concept supports a panel system Career Service-wide on the basis of grade and function. The structure will consist of: a. A Career Service Board (1) Membership will be composed of senior officers of the Service, either by position or appointment. (2) Responsible for competitive evaluation and promotion recommendations for personnel in grades GS-'l5 and above. (3) Responsible for the review, in an advisory capacity, of the GS-14 to GS-15 Sub-group panel recommendations. If there is disagreement with the panel proposals, the matter will be referred to the Head of the Career Service for resolution. (This action recognizes the importance of the feeder group _to senior management grades). 2 Approved For Release 2002/05/07 : CIA-RDP92-00455R000300090032-9 ,:1:':j1i~