REVISION OF TABLE OF ORGANIZATION TO REFLECT MANPOWER STAFFING AND DEVELOPMENT REQUIREMENTS (Sanitized)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000700080010-0
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 10
• Document Creation Date: December 9, 2016
• Document Release Date: October 26, 2000
• Sequence Number: 10
• Publication Date: October 31, 1955
• Content Type: MF

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r) q-;MflMNTI*
TO: Director of Personaaarel
FWK: Chief, Records and Services Divialon
3i?.=1': Rvviaion of Table of Ohrganisetio i to Reflect
MwVamr Staffing and Development Requirements
or nization; naaee3y, staffing ccip1 ant s and deve3rT ant
c
1. PRO?W4
To establish Ages: cywide policies aid procedures for the
i~aple~ntation on the deve.opm nt and maintenance of tables of
ccepliaaent
PAN
2. ASSUF'TIO S
a. Staffing ccaYgleen
coaaapoasnt basis.
will be organized on an operational
b. Dchelopaeat complawat 1 rill be organized on a career
c. Stuffing complement `a will e$sentiallr rem min as pVesentlY
or2nt R; I.e., pOG3tia titles, series, and graade.
d. Development ccnpiesent will be.based on numbers of
pc8itioaaag.a d a )bQ t regard tom>it a and series nor.
e. Both 11 be restricted by ceiling controls
established s 3sr to ~'parezsent ceiling controls (umbers ratber
.
than budge limitations)
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f. AU mount of personnel to either
by means of personnel actions.
el will be
g. Initiating personnel actions effec ing person
n
ents
ti
/~ G~
.
aug com~poeo
the respcn ibility of opern
h The following types of employe" vill be included in this
11 1) All Staff Employees
2) Ali Stmt Agents
3) Details from other agencies`(mi1itsry/and civilian)
4) Details to ether agencies
io Deputy Directors axed Heads of Career Service 98OW are
responsible for establishing and controlling the tine an individual
is e barged against a developeaental complement.
a-
? IMividuals assigned to +IJw development complement ,~Kw
- can be paid f ram either voucb+ered or confidential funds.
k. Those individuals assigned to the development complexant
will be identified by categories :
1) New employees
2) Returnees from overseas
3) Projected overseas assigns.
4) Trainee - external
5) Trainee internal
6) Details out of the Agency
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The fa-ee of P rsonnei is rea ibie for. the co
cox t of and reporting of all assi ats of
dd .uads to and ?:e'^t ost J is l `i"/o ss d
s
rAMgr R : ' w '.:~.',i C; '0r ? .'-;:e ~. c z ge "li. operational
ens ,A aii61 d by tb Mice of kerroii L1
4J is T / C's are, establish comer the new doncept, the
mbl vU1 be to identify all individua .s accord to their
atat ; i.e. ,, staffing c nt. or dcelo rxt rcm 1relssent
: .ividusa s are idexrtified, i ; will be necessary to take action
W)s3 tbem to the a , o 'late d e w} r. nt complement.
hex to perform the cawmrrt processing after the initial
a corer, the foU ing steps are prop0 13d:
1a s (0tiler than IA')
ing c r r:ntrs Prey bW-52 assigning
t1e it ividus . to tba staffing c ax i nt.
This action is rtrta1 through the Csaree:r Board far'
concurrence, s then to the Office., of PersOnnei
) Uj~on ce3.;pt by the Office of Personnel, ures~
I J beirg fol1c-ed. tiri32 remm the s .
i) the operating ca o nt plans on orientation
tr in . for mcwe than thirty (30) days, vhen the
individuals enters on duty, ?#A52 will be prevared by
the operating a t assigning the individuals to a
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development coal nt of the Career Board cam.
This action vial be routed through the Career Road for
concurrence, and then to the Office of Personnel for
processing.
e) When the individual has completed his orientation
and training, and is ready to be assigned to a functional
position, the operating c nt prepares sa -52 re ssi n-
ing his to a staff complement, and then routes the action
through the Career Bon-d for concurrence,
2) Per emp s (M)
a) The Office of Personnel will prepare -52
assigning these people to the Office of Personnel., US
Development C
t, and these individuals will OD
against this complement
b) When a permwat assign nt is determined, the
Office of Personnel will p"pare a personnel action assigning
the individual to the a sate staffing complement.
3) Returnees from overseas d 2 (who have not been
reassiVaed to a Departwntal staffing Conpl.nt) 25X1 A6a
a) Upon notification that an individual bas depart-ed
his oversees station, the opacmting c next villa jmvpwre
. SF-52 assigning the ix lividual to the appropriate
development conpl nt if an ass nt to a staffing
complement cannot be effected lxmdiately.
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b) The action is routed through the Career Board
for concur a ences m
c) When the individual is ready to again asst
a functional positi(n, t ga.i i coponent will. i
an BY-52 assigning him to a staffing complementT/C.
d) The action is routed through the ap iate
Career Board for concurrences r then to the office of
Personnel for procezsing in the norm) manner.
Projected everseas assignees
a) When an individual bas been selected for a special
overseas ash nt, and is relied fi his present position,, an
E'-52 wig. be Wepared by the c t requesting si n
to an approyriate velo t complement.
b) ' actioa routed through the appropriate Career
Boax-d for conch nce and then to the Office of l ?s l
for processing.
c) Upon notific?stioa of arrival at the F CS overseas
station, the giving division Drepares an "3'-52 requesting
aaa t to the field staffing cc to
d) The action is routed through the a priate Career
Board for co u nc and then to the (mice of Perso l
for 1processing.
d) In the case of a returnee from overseas in a develop-
ment nt coup nt v is selected for another overseas assignment.,
ai SP-52 will be VejAxad showing this c a
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5) Trainees
a) When an individual is scheduled for fu .-tin
e mal, or Agency training for periods in excess of
nlht,- (90) dgys, the operati component pm, s an
SP-52 reque tizg aria ut to the a? iate ear
Board 11e ve 1oent Ccrp1nt.
b) ?. action is routted though the a ropria to
Careen Board for co e?rre a and than is f ed to
the mice of rson i f messing.
c) Upon z turn P training., the operating c nt
t*; s &uS1 -52 requestir r ass rt to its staffing
calnt.
al) The action in routed .hough the aaIxoWiate
Csaure ate, then Uwough the Office of PeT.oamel..
The effective date will be ahoy an the 8-52
by the oreratina, component.
6) to ila outside the Agency
aa) It an it iv'i ual 3 detailed to another Federal
A,Ep g? for wme t snag maths,, an --52 requesting
a ccigr nt to the avj;wu 1a Ae de e] nt as k art vi1.1
be prepared by the operating c nt.
b) i action .l.l t rraw tt e1 tbxough the Career
Board for cosacurren e, a :' to th =ice of Personnel
for ocesaiasg.
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c) The 6F-52 viii show the beginning and ending
dates of tbe. detail.. $atensiota? of detail will require
a. ow -52.
d) The effective date of change from the staffing
complement to the development, or vice versa, will be
a' on the W-52 by the operating era enta.
7) Changes in record keeping
a) ' The assignsnt of personnel to the development
complement who are in-casuals or out-casuals,, as outlines
above, will result in the abolition of the preparation of
the Form - Status of In and Out Casuals, by the Records and
Services Division. The caW of keeping the C 'lice of
Personnal aware of the casual and trainee situation would
be upon the operating components.
b) The daily report submitted to DD/P by RS]) of
returnees and departures, would also likely be abolished,
c) The use of the development ccmp3 nt will not
result in better Office of Personnel. reporting tyre
personnel are working than heretofor, although that has
been a criticism bled at the Office of Personnel in
the past.
8) Charges in record parstion
a) Question: Who will be responsible for the pre-
paration of an initial or annul. Fitness Report that in due
while an lndiviauai is assigned to the development cosp ment?
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Discussion: Based on current regulations, the immediate
enperr3sor 3s responsible for ao 3etion of the initial and/cap
swim' Fitness Repoarts. However, wbile assigfled to a
d6"UP"Ut compLmneat, it is not clear vho is the 3adiviauai'e
supervisor.
b) stion: Who atilt certify that conduct and service
are satisfactory for purposes of periodic step increasesi
Disc:asslan: Also, it is not clear as to who is the
individual's supervisor.
c) Ques ion: Who is. responsible for determining
the re-employability of an individual who sepex'ates from,
a development complement?
Discussion: Again, the question is who is the supervisor?
d} uestion: should there be an extension of the trial
of one-year of new employees to compensate for. the time
assigned to a development complement?
Discussion: In all fairness to an individual, it
appears desirable to evaluate his for his on-the-job
performauce, rather than time spent in training, or tiacm
spent in awaiting full security clearance.
5. COO Y SIONS
a. The establisbment of the development c nt appears to
require new policies with respect to in-and-out casual record ping.
and reporting, Fitness Report processing, PSI processingp redefining
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of length at the one-year trial period, and determination of re-
eeoyabilitRy.
b. 1e estsbL e) -two nt of the development o ],emaent will require
the pare aration of mare personnel actiaass that is "ent]Sr required..
C. Office at Personnel will not be in a better position to
"Tart Mhave lMirldumis are actually srkft than under the present
system. Aaae rtsbility is based on infoa~me-ticui contained in the
IW-50 or SF-52, ben , if an employee is performing functional, duties.,
but ssefgned to the development campleoaent., it will not necessarily
be knorn to the O" Ice of Personnel.
6. RdoCE TIO3i8
a. That policy be established on the following issues;
i) Will the inn-and out-casual records now maintained by
the office of Personnel be continued?
2) Who will prepare Fitness Reports due while an individual
is assigned to a develo s nt complement?
3) Who will certify to the conduct and performnee of
Individuals for PSI pies?
4) Will there be an extension of the me-year trial period
to offset time spent by a new employee in a deve3.opeent conplewnt?
5) Who will determine the re-employability of a se ,tes?
b. The procedures set forth in paragraphs 4b, above, be approved.
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1. When an individual is separated for Military Service, while in
the Dmiogn tt Caenplemeat, what are his rigma when be returns? (b)
While be is in the Service?
2. Whate Office msintain time: and atteu anee reaords while au
ind3v34vea3. is in the Development Compleeaent, if be Iris h#s identity
with a specific division? (It Career Boards are responsible for
T&Mopnent Cemp1e nt T/O.)
Is ti in Devel nt CmpUment creditable toward Career Staff
) berahip? (Thee years)
~4. Who viU wove LWOP on those individuals in the lo;mut
Cicinp1 smut?
ME N T!
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