PROMOTIONS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82T00285R000200060011-6
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 7
• Document Creation Date: December 15, 2016
• Document Release Date: September 15, 2003
• Sequence Number: 11
• Publication Date: May 17, 1977
• Content Type: MF

Attachment to:
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OIA-46/77
17 May 1977
MEMORANDUM FOR: All Employees in the Office of Imagery Analysis
SUBJECT . Promotions
REFERENCE : DDI Handbook and
1. Shortly after becoming Director of Imagery Analysis, I
instituted a comprehensive review of the promotion system as it
now exists in the Office. My overall purpose in conducting such
a review was to insure that the policies which govern promotion
criteria and the procedures we actually use to make promotions are
as effective and as equitable as we can make them. More specifically
I want our promotion system to meet the following objectives.
-- Everyone gets fair consideration for promotion
-- The most capable and promising people move ahead the
fastest
-- Average rates of promotion from one grade to the next
are as consistent as possible with the rates for other
components in the Intelligence Directorate
-- Promotion opportunities continue to be available for
deserving people
2. As a result of the review, the Imagery Analysis Career
Service Panel will make the following changes in the promotion
system effective this date.
a. Time in Grade Guidelines
(1) One of the factors driving the rate of promotion
is the "time-in-grade" policy of the Office. This is a
subject that invites confusion and misinterpretation.
Technically, there are no minimum or fixed time-in-grade
requirements for promotion. Promotions are based primar-
ily on the judgment of supervisors and the OIA Career
Service Panel regarding the individual's performance and
potential in comparison with his peers, and they are
considered on a case-by-case basis. In practice, career
panels throughout the Agency have found it useful to
establish time-in-grade guidelines in an effort to foster
an equitable and consistent treatment of promotions, and
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to facilitate the management task of balancing the Office's
actual grade level structure with its authorized structure--
in other words, insuring that we have enough headroom to
promote people. A danger with such guidelines is that they
can come to be regarded as virtually an automatic promotion
schedule or they can preclude earlier promotions when
warranted. It is an important function of the OIA Career
Service Panel to insure that this does not occur.
(2) Therefore, as stated earlier, we will apply the
guidelines as they are intended--that is, as norms for
the minimum time that an individual can be expected to
perform at one grade level before being fully qualified
for promotion to the next. This means that the majority
of promotions will come later than the minimum time.
Promotions at the minimum, or even earlier, are still
possible but will be reserved for the vej exceptional
cases. Attachment 1 shows the new time in grade guide-
lines for members of the IA Career Service. Attachment 2
presents a summary of promotion statistics for the Office
for CY 1975 and 1976. Bearing in mind that most people will
not be promoted at the minimum time, I do not anticipate
a drastic change in rates of promotion, although there
probablywill be some overall reduction in the times be-
tween promotions and in some specific cases the reductions
could be substantial.
b. Promotion Evaluation Procedure
We will continue our practice of competitively evalua-
ting people for promotions, but the procedure will be
altered somewhat to meet more effectively the specific
objectives of the promotion system that I listed in
paragraph 1. The competitive evaluations will be tied to
the Fitness Report schedule with the GS-03 through GS-05
and the GS-14 review in April, the GS-06 through GS-08
review in July, the GS-09 through GS-11 review in October,
and the GS-12 and GS-13 review in January. The results of
each of these exercises will be comprehensively re-examined
semi-annually and revised as necessary. In addition,
members of the Career Service Panel will be able to
recommend individual changes for the employees they
represent at any time. There will be a series of special
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Career Service Panel meetings in June to initially
establish the base for this evaluation procedure. Attach-
ment 3 is a sample of the summary data sheets that along
with other pertinent information--for example, fitness
reports--will provide the basis for competitive evaluation
for promotions.
3. I have received a great deal of help both directly and
indirectly from members of the OIA Career Service Panel and others
throughout the Office in designing the promotion system that I have
described above. We all have a large stake in the operation of a
fair and effective promotion system. Please do not hesitate to make
suggestions for improvement. I welcome your thoughts on the subject.
Noe i rt
Director
Imagery Analysis
Attachments:
As Stated
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Attachment 1 to:
OIA-46/77
OFFICE OF IMAGERY ANALYSIS
Minimum Time in Grade Guidelines
From
To
Months in Grade
GS-03
GS-04
6
GS-04
GS-05
6
GS-05
GS-06
6
GS-06
GS-07
8
GS-07
GS-08
10
GS-08
GS-09
10
GS-09
GS-10
12
GS-10
GS-11
15
GS-11
GS-12
18
GS-12
GS-13
24
GS-13
GS-14
30
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Attachment 2 to:
OIA-46/77
OIA
Promotion Statistics
CY 1975 and 1976
1975 1976
Min Max Med* No. of Min Max Med* No. of
TIG TIG TIG Prom TIG TIG TIG Prom
to:
GS-05 9 19 12
GS-06 15 16 16
GS-07 12 12 12
GS-08 11 63 14
GS-09 12 17 13
GS-10 14 25 20
GS-11 17 23 19
GS-12 28 126 77
GS-13 39 77 54
GS-14 47 64 56
Total Promotions
7 11 9
13 13 13
11 50 26
11 12 12
12 17 14
13 51 18
17 101 22
24 36 24
39 64 41
46 63 47
STAT
STAT
*The median number indicates that half the individuals in this
grade were promoted in less than this time and half in more.
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Attachment 3 to:
OIA-46/77
Date: 15 June 1977
Minimum TIG Guideline 12 months
GS-09 to GS-10
Projected for promotion over next 12 months
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Proposed Date Comparative
Current of promotion & Evaluation
TIG (mo.) TIG at that time Ranking Overall FR
9 Jan 78 (16) MD P
3 HP
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01A
Promotion Statistics
FY 1977 and 1978
IY77
FY78
Min
TIG
Max
TIG
Tied No. o f Min
TIG Prom. TIG
Max
TIG
Ned No. of
TIG Prom.
--
-
--
--
STAT
GS--05
6
6
6
GS-06
12
15
1.3
7
31
19
GS-07
11
39
25
12
14
13
GS-08
12
46
29
10
14
11
GS-09
12
16
13
9
42
11.5
GS-10
12
41
15
7
30
14
GS-11.
16
39
21
13
21
18
GS-12
18
36
26
12
48
21
GS-13
36
54
38.5
21
37
35
GS-14
29
52
43
12
41
26.5
GS-15
65
65
61i
43
43
43
GS-16
16
16
16
GS-17
GS-- 18
34
34.
34
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