EXECUTIVE COMMITTEE AGENDA

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP85-00988R000500060031-8
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 11
• Document Creation Date: December 14, 2016
• Document Release Date: April 11, 2003
• Sequence Number: 31
• Publication Date: June 29, 1979
• Content Type: MF

F r~~
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29 June 1979
13 July 1979
1000 hours
DCI Conf Rm
16 July 1979
1000 hours
DCI Conf Rm
Leslie C. Dirks
Att.chment: a/s
MEMORANDUM FOR: Executive Committee Members
FROM: Leslie C. Dirks
Deputy Director for Science and Technology
SUBJECT: Executive Committee Agenda
1. Attached is a copy of a letter I have sent to the
three industrial managers who have agreed to meet with the
Executive Committee to discuss their system for incentive
performance of senior personnel in their organizations.
2. The gentlemen and the times and places they are
scheduled to meet with the Executive Committee are as follows:
12 July 1979
1400 hours
6E60 Hqs
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S
29 June 1979
STAT
Both Frank Carlucci and myself are very pleased that you
can'spare the time to meet with senior Agency management
personnel to discuss with us your corporation's senior personnel
compensation policies and system. In the context of the recent
Civil Service Reform Act, from which this Agency is exempt, we
are in the process of considering a major revision to our own
personnel policies toward the end of taking advantage of some
of the features of the Civil Service Reform Act, in particular
the Senior Executive Service, but tailored more specifically
to our unique needs. As you may know, the Director has broad
authority under the 1947 Act which created this Agency, to
establish personnel policies and management systems consistent
with our unique needs .
You will be meeting with Mr. Frank Carlucci, myself and
the other three Deputy Directors, the Comptroller, the EEO
Officer, the Director of Personnel, a three-man task team
established for the purpose of reviewing the Senior Executive
Service and developing a specific program for compensation of
senior personnel, and the Executive Secretary to our Executive
Committee.
We would like to hear about your program for establishing
compensation for your senior managers. We are especially
interested in your incentive bonus plan, how the total pool of
money available for incentive bonuses is established, the policy
for allocating salary bonuses, the number of people covered
under this plan, the positions covered, and the procedures you
use for determining the amounts of annual bonuses. We are also
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interested in the strengths and weaknesses you perceive in
your system and the particular problems you have had in the
administration of the system. Another point of some interest
is any program you may have for executive development.. .
We would be interested in any specific thoughts. you may
have as to how a comparable program could be tailored within
the constraints of a government. organization.
We have scheduled one hour for our meeting with you and
we would like to allow for time for an exchange after you have
described your own system to us. Please feel free to bring
anyone you would like with you to participate in these discussions.
It may also be useful to continue for a time after the formal
session with more detailed discussions with you, or any one else
you may choose to bring, and members of the Office of Personnel's
task team specifically charged. with developing senior executive
compensation alternatives for this Agency.
We have scheduled you at 2:00 p.m. on Thursday, July 12.
I in particular very much appreciate your taking the time to
meet with us on this extremely important matter which will be
a fundamentally new departure not only for the U.S. Government,
but this Agency in particular.
Warm regards,
Leslie C. Dirks
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 Subject
Component
Wednesday, 4/11/79
Selection of Executive Committee topics
Staff
1400-1530 hours
Friday, 4/13/79
ADP #13 Review
ODP
1000-1130 hours
Tuesday, 4/17/79
Decision on modified procedures for ADP reviews
ODP
1000-1130 hours
Decision on information handling study
Wednesday, 5/2/79
Discussion of issues in NAPA report
DDA
1530-1700 hours
Briefing on strategic planning
Staff
Monday, 5/7/79
Briefing on CIA relationships with retirees
DDA
1530-1700 hours
Briefing on campus recruiting
DDA
Wednesday, 5/9/79
FY 1981 Program Review
Co_mpt
c 1000-1700 hours
Monday, 5/14/79
L 1530-1700 hours
Executive Committee Calendar
Identification of critical intelligence
problems
*Indicated new item or change of date since previous calendar.
Note: Meetings will be held in the DCI Conference Room (7D64) unless
cc: D/ODP
:D/OP
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Staff Recorr nendation
Responsible
Member '
Begin Immediately:
Personnel Policy
Information Handling
Begin Soon:
Agenc
y
SIGINT Objectives DDS&T
~
/I
o NFAC
Begin Later:
Release of Information to
Foreign Nationals DDO
Productivity Enhancement DDS&T
Flow of Intelligence to
Consumers NFAC
4-4
r
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Personnel Management
Critical Intelligence
DCI
DDCI PDA DCO DDS&T NFAC Compt. EEC)
X x x x
Problems
Release of Information
x
X
0
Manpower Allocation
x
X
X.
Flow of Intelligence to
x
Consumers
X
SIGINT Objectives
X
0
Information Handling
X
0
X.
Productivity
x
X
0
Doing More with Less
x
x
p
Evaluation
0
X
Relations with RMS and CTS
X
0
Authorities of Deputy Directors
Regional/Inter. Intelligence
Gaps X
Seven Personnel Topics X
Costly Collection Systems O 0
Emergency Preparedness O
Clandestine Technical Collection 0
Equities in "Friendly" Countries O
X - Most irnmortant and suitable
0 - Less important and suitable
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1`'IS%IO-RX\D[3N1 FOR:
FR31:
Secretary, CIA Executive Com mitt:ee
Don I. Wortman
SUBJECT:
Deputy Director for Administration.
Agenda Topics for CIA Executive Conb ti_t.tee
REFERENCE:
A. Memorandum from Comptroller dated 30 Janu
ary 79,
Subject: Agency Managemient,. Revitalizing
B. Memorandum from DDCI dated. 9 March 79, Su
The CIA Executive Committee
the EAG
bject.:
1. In response to reference B., I am fori,Qarding-suggested topics
for consideration by the CIA Executive Committee. A.t:tachment 1... is a
list of topics upon which work has already begun clue to earlier interest
expressed by the DCI and DDCI, I believe these should. be scheduled for
early consideration by the Executive Committee and have indicated dates
by which we will be prepared to present our reports to the Cotlaiittee.
Attachment 2. is a list of additional topics I would like to have
included on the Executive Committee agenda in the future.
2. In addition to the topics listed in the attachments, the K 'A
Report and the resulting implementation plan should be given high
priority on the Executive Committee agenda. If the report receives
the careful consideration it deserves , a number of meetings will need
to. be devoted to this important topic.
3. Of the 19 topics suggested in the attachment to reference A.,
I recommend that manpower related topics (Items #2 - Personnel policy;
#11 - Manpower allocation; #12 - Managing the process of doing more.
with less; and #14 - Productivity enhancement) and the Information.
Handling Study (Item #5) be given the highest priority. I also
recommend that the Annual. ADP review continue to enjoy the same high
priority that it did in the EAG.
Don I. llortman
Attachments:
1. E1 2. As Stated
Distribution:
Original - Addressee w/atts
1 - DDCI w/att
0!.. 9 1409
s All Portions of this
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cam' ADDA Chrono
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SUGGESI'E1.1 CIA E: l_;CUTiV E CO'i LU. TOP1 CS
FOR EARLY CONSIDERA'T'ION
1. CIA Retirees - The Office of Personnel i.s studying
a number o DCI questions regarding retirees. Included
are such questions as: Should we be doing more for our re-
tirees? Should we keep them better informed? Should we ask
them'to help us recruit? Should we ask them to help us im-
prove our public image? The Office of Personnel. is preparing
a briefing and will distribute a point paper prior to the
Executive Committee members before the meeting.. They will. be
prepared by 25 April 1979.
2. Recruiting on College Campuses - The Director has
indicated specific interest in ewe are doing on campus
recruitment and would like the following points addressed.:
Should we inventory our retired and active employees as to
their college of origin and engage them on these campuses?
Do we really want to recruit. on campuses or are we inter-
ested in people with more experience? Can all. of the Direc-
torates help by supplying temporary recruiters for blitz
activities on individual campuses? The Office of Personnel
is working up a briefing and will distribute a point paper
prior to the Executive Committee meeting.. They will be ready
on 2 May 1979.
3. Language Training Incentives -- Based. on an interest
shown by the DDCI, the Director of Training is working on a
package which will provide options on language training in-
centives as well as other proposals to attract students,
conserve our assets and generally improve our language training
program. A paper will be prepared to the DDCI. Hopefully, it
will have been coordinated and endorsed by Agency Directorates
and be ready for review by the Executive Committee after. 30
April 1979.
4. FY '79 Advanced Personnel Plan - After a thorough
briefing of the Agency Advanced Personnel Plan and struck by
the amount of valuable information contained therein,
Mr. Wortman feels that discussion of this personnel manage-
ment tool wou d he '- a t fo Execilt_ ve _Canmit e rQ jew.
He suggested this discussion tale place prior to the thorough
review of the NAPA report. The Office of Personnel is prepared
to provide such a briefing in early May.
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5. Civil Service Reform Act - Although the Agency is
exempt, t 0 ce of Personnel is studying the Civil Service
Reform Act to determine what elements of it may be incorporated
into the Agency personnel management plan. There continue to
be questions concerning the implementation of the Act, there-
fore, it is suggested that a presentation not be arranged
prior to the month of June. Two areas to be explored at that
time would be the Senior Executive Service and the merit pay
features. It is expected that point papers will be distributed to
the Executive Committee prior to the presenta.t i on.
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ADDITIONAL TOPICS FOR CONS IDERATiO1 B
THE EXECUTIVE COMMITTEE
1. Recruitment and Retention of Engineers and
Scientists The Agency is experiencing increasing diffi-
culty in recruiting and retaining high caliber technical
(engineering) and scientific personnel. There appears to
be a salary gap between the Agency and. private sector both
at the entry and journeyman levels. If the Agency is to
attract and retain the quality of professionals needed. to
support our technologically-advanced systems,. we may need.
to establish salary levels competitive with the private
sector rather than establishing salaries.based on similar
positions in other Federal agencies. The Executive Com-
mittee should initiate a study of this issue to determine
whether there is a need for the DCI to exercise his unique
salary-setting authority to maintain the required degree
of professional excellence in our engineering and scienti-
fic work.
2. Overseas Incentives and Benefits Program - The
motivation for overseas service is diminishing. Geographic
mobility is adversely impacted by changing social conditions,
including.the entry of more wives into the work force- In-
flation has seriously eroded the financial benefits perceived
to accompany overseas service. A fresh and.innovative look
at motivational factors affecting overseas services is needed.
The Executive Committee should initiate such a study-
3. Emergency Role of CIA - The current administration
is beginning to focus more attention on emergency preparedness
and the ability of the central government to continue to func-
tion in the event of a national disaster such as an attack on
the United States. The Executive Committee should review plans
and procedures covering planned emergency scenarios and provide
guidance on support functions that will be needed in the emer-
gencies. For example, the availability of survivable data
bases and information systems may well determine whether CIA
can carry on a meaningful emergency role. Costly long-term
efforts are needed in the support areas and policy guidance is
needed to give such efforts validity and. momentum.
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