SIS RANK STIPENDS AND PERFORMANCE AWARDS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP95-00535R000300120005-6
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 5
• Document Creation Date: December 27, 2016
• Document Release Date: August 12, 2013
• Sequence Number: 5
• Publication Date: September 10, 1980
• Content Type: MEMO

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10 September 1980
MEMORANDUM FOR:
Director of Personnel Policy,
and Management
Planning,
STAT
FROM:
Sib Support Statt
SUBJECT:
SIS Rank Stipends and PerformaDce Awards
STAT
The following identifies some potentially controversial
issues in the SIS Rank Stipend and Performance Awards program.
rationale explaining the OPPPM position follows each issue.
This may prove useful at the 15 September PMAB, the 16 September
pre-briefing of the DDCI, and the 18 September EXCOM meeting.
Attachment:
Issues 1 - 4
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IRRIMUSE. GHLI
ISSUE 1 - REQUIREMENT FOR AN OVERALL PAR RATING OF 6 AS A
PREREQUISITE FOR EITHER STIPEND OR AWARD CONSIDERATION
Congress has clearly stated that one of its motives in
significantly reducing the number of Stipends (from 6% to 3%)
and Awards (from 50% to 25%) was to force those administering
Stipend and Award programs"to take performance into account
and reward only those most deserving of a bonus." (July 22
Congressional Record - House H6309)
The requirement for an overall PAR rating of 6 responds to
Congressional concerns, and ensures that the limited number of
stipends and awards are given only to the most deserving SIS
officers based on excellence of performance.
The requirement for an overall 6 is not to be construed as an
incentive to inflate ratings; an SIS officer fairly and
correctly evaluated as an overall 5 should not be assigned an
unjustified overall 6 in order to make the officer competitive
for an award or stipend.
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ISSUE 2 - ALLOCATION OF AWARDS BASED ON 20% OF SIS STRENGTH
(ADDITONAL 5% RANKED)
This method of allocation is consistent with guidance received
from the Congress and OPM. Future oversight and scrutiny of the
Agency SIS program is a certainty. In this, the first year, it
is particularly important that the Agency establish the bona fides
of the SIS by being prudent in its administration of the Stipend
and Award program.
While allocations are to be regarded as limits not norms,
the provision for the ranking of an additional 5% has been made
to allow components who ha?eached their allocation limit to
identify additional SIS officers worthy of a performance award.
SIS officers in this 5% category would receive consideration for
an award should additional allocation become available.
The new distribution of Performance Awards percentages, i.e.,
20%, 18%, 15%, 11% and 7% replaces the former Class A 20%, Class B
12%, and Class C 7% distribution, and conforms with OPM guidance.
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ISSUE 3 - THE DCl/DDCI RESERVE
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Although reduced in size due to the cutback in the number of
Stipends and Awards available to the Agency, the DCl/DDCI reserve
is necessary to allow special consideration for superior organiza-
tional accomplishment and to ensure individual SIS officers in
unique circumstances receive due consideration for stipends and
awards.
The DCl/DDCI reserve currently consists of 10 allocations:
2 Rank Stipends
8 Performance Awards
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ISSUE 4
SENIOR RESOURCE BOARDS (SRBs) CONSIDERING SIS-4s WILL
CONSIST OF AT LEAST THREE OFFICERS SENIOR TO THOSE
BEING CONSIDERED. DUE TO THE LIMITED NUMBER OF SIS-Ss
AND SIS-6s, ONE MEMBER OF SRBs CONSIDERING SIS-4s WILL
BE APPOINTED BY THE DCl/DDCI FROM OUTSIDE THE DIRECTORATE
OR ODCI.
This concept is consistent with both Agency policy and
Congressional and OPM guidance. Agency precepts governing
Boards and Panels require that boards be made up of three
members at minimum, and that all board members be senior to
those being considered. In the case of SRBs considering SIS-4s,
it would not be possible to convene an SRB of three members,
all senior to SIS-4, from within each directorate. OPM guidance
on the subject further points out the desirability of appointing
members from outside the component to review boards to achieve
balance and objectivity. In the SES, Departments and Agencies
are encouraged to appoint members to boards not only from
outside their Agency or Department, but from outside the
government. By requiring an "outside" member on SRBs consider-
ing SIS-4s the Agency clearly demonstrates its commitment to
a stringent, objective SIS performance review process. Absent
this requirement, the Agency would not be in a defensible
position should outside scrutiny of the SIS Stipend and Award
program focus on procedures governing SIS-4s.
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