DEVELOPMENT OF THE UNIFORM PROMOTION SYSTEM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP83-00156R000600020017-2
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 12
• Document Creation Date: December 19, 2016
• Document Release Date: December 1, 2005
• Sequence Number: 17
• Publication Date: September 11, 1979
• Content Type: REGULATION

k A r) or - INTERNAL USE ONJ/'
Approved f:or Release 2005/12/23: CIA-RDP83-00 6R000600020017-2
This Notice Expires 1 September 1979
PERSONNEL
D
11 September 1978
DEVELOPMENT OF THE UNIFORM PROMOTION SYSTEM
Reference:
1. This notice highlights some of the more significant features
of the Uniform Promotion System announced in Also provided is
specific information on revised Fitness Report schedules and the dates
established for promotion of all grades. Change has been directed
toward achievement of a primary management goal--increased employee
awareness of promotional opportunities. The new system includes the
following major innovations:
a. Agency-wide uniform promotion schedules by grades.
b. A minimum annual target for promotion of qualified
employees for each grade, established by appropriate Career
Services or Subgroups and published for the information of
all employees.
c. Specific Career Service criteria for promotion,
published by the Career Service or Career Service Subgroup.
d. An evaluation panel system to be used by all Career
Services in determination of eligibility for-promotion.. Panel
rankings and recommendations can'be-cha-nged only by the Director.
e. Certificates of Promotion.
2. On 12 July 1978 the Deputy Director of Central Intelligence
approved a revised Fitness Report schedule and a promotion schedule
keyed..to.the"".Fitness Report.dates. The promotion exercises may be
annual or--semrannual. at-the option of the Career Services dr Career
ervi ce.Subgroups .
3. There will be no established schedule for promotion to grades
GS-06 and below. Employees in these grades will be promoted on the basis
of merit, within Career Service criteria for promotion, panel evaluations,
headroom, and the availability of properly graded positions.
4. The revised Fitness Report schedules will be operative for all
Career Services, except the D Career Service, as of 1 October 1978. The
D Service will establish its own Fitness Report schedule to meet the
Agency promotion dates. Where the semiannual promotion option is elected,
the first exercise in FY 1979 may be effective with either date noted on
the schedule. To avoid an undue period without an evaluation of performance
for GS-12 and 13 employees, there will be a one-time out-of-phase-
evaluation for the period ending 31 December 1978.
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ADMINISTRATIVE - INTERNAL USE ONLY
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'INISTRATIVE - INTERNAL USE ONL
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September 1978
UNIFORM PROMOTION SCHEDULE
New Fitness PROMOTION. TO NEXT GRADE
Current Report Period Effective First Pay Period in Month
Grade End Date Annual Optj'on Semiannual Option
GS-15 and above 31 March
GS-14 30 April
GS-13 30 June
GS-12 31 July
GS-11 31 August
GS-10 30 September
GS-09 30 September
GS-08 31 December
GS-07 31 December
GS-06 31 January
GS-05 and below 31 March
July January
September March
November May
December June
January July
February August
February August
May November
May November
June December
UN-.SCH"EDUL.ED
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UNIFORM PROMOTION SCIHEDULE
FY 1980
Current Grade
Promotion Effective Date
Annual Option
Promotion Personnel
Action Due in TRB/CPD
Promotion Effective Date
Semi-Annual
Promotion Personnel
Action Due in TRB/CP
GS-1S and above
13 Jan 1980
14 Nov 1979
13 Jul 1980
14 May 1980
GS-14
07 Scp 1980
21 Aug 1980
09 Mar 1.980
22 Feb 1980
CS-13
04 Nov 1979
19 Oct 1979
04 May 1980
18 Apr 1980
GS-12
02 Dec-197.9
15 Nov 1979
01 Jun 1980
15 May 1980
GS-11
13 Jan.1980,
27 Dec 1979
13 Jul 1980
26 Jun 1980
CS-10
10 Feb 1980
25 Jan 1980
10 Aug 1980
25 Jul 19,90
CS-09
10 Feb 1980
25 Jan 1980
10 Aug 1980
25 Jul 1980
04 Nov 1979.
19 Oct 1979
04 May 1980
IS Apr 1980
GS-07
04 Nov,1979
19 Oct 1979
04 May 1980
18 Apr 1980
GS-06
02 Dec 1979
15 Nov 1979
01 Jun 1980
15 May 1980
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ADMINISTRATIVE - INTERNAL USE ONLY
? EVA LUATION WORKSHEET
NAME GRADE DATE
A. PERFORMANCE
1. Initiative: The degree to which the individual actively seeks addi-
tional tasks, assumes responsibility and/or offers solutions to
problems.
Point
Range Points Items
I. FACTORS
Waits for direction -- needs constant
prodding.
1- 3 Occasionally shows initiative -- moderate
reminders needed.
4 - 6 Usually shows initiative -- seldom needs
prodding.
7 - 9 Exceptional initiative -- a real self-starter.
2. Judgment: The degree to which decisions reached by an individual
may be considered sound.
Point
Range Points Items
Decisions are usually in error.
While decisions sporadically prove to be
correct, errors in judgment occur frequently
enough that validity of decisions is often
doubted or questioned.
ADMINISTRATIVE - INTERNAL USE ONLY
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Point
Range Points Items
7 - 9 Decisions invariably prove. to be correct.
3. Productivity: The degree to which the individual completes assign-
ments--within environmental constraints (time, information, super-
visor, etc.)
Point
Range Points Items
0
Lacking and incomplete.
1 - 3
Record is uneven and at times is unacceptable.
4 - 6
Acceptable and completed as required.
7 - 9
Exceptional.
4.
Quality:
work.
The degree to which the individual produces high quality
Point
Range
Points Items
0
Spotty and often unacceptable.
1 - 3
Marginally acceptable.
4 - 6
Contains few errors and few evidences of
carelessness -- generally acceptable.
7 - 9
Of exceptional value.
ADMINISTRATIVE - INTERNAL USE ONLY
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r
B. SKILLS
1. Substantive Knowledge & Experience: The degree to which the indi-
vidual has mastered the substantive area(s) within which he/she
works.
Point
Rang Points Items
0 Poor -- useful knowledge and experience
almost totally absent.
1 - 3 Fair -- barely adequate.
4:- 6 Good -- more than sufficient to deal with
most situations.
7 - 9 Exceptional -- fully developed for widest
variety of situations.
2. Self-Expression: The degree to which the individual can effectively
express himself /herself in substantive personnel matters.
Point
Range Points Items
0 Unsatisfactory.
1 - 3 Marginal.
4 - 6 Useful and meaningful.
7 - 9 Outstanding.
3. Supervisory: The degree to which the individual is able to motivate
and/or supervise people in an activity or program. Individuals
having specific supervisory responsibilities will be evaluated by
using Section a. ; all others will be evaluated by using Section b.
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ADMINISTRATIVE - INTERNAL USE ONLY
a.
Supervisory
Point
Ran a Points
Items
0
Needs constant. direction from superior.
1
- 3
Occasionally needs help from superior.
4
- 6
Able to deal with most situations.
7
- 9
Fully developed for widest variety of situations.
b. Non-Supervisory
Point
Ran a Points Items
Needs constant guidance and direction when
working with, advising and guiding people
not officially associated with the individual's
area of assignment but who are affected by
action taken.
Works well in advising and guiding people in
certain aspects of his/her activity but requires
some assistance from superior.
4 - 6 Works well in advising and guiding people in
the various phases of his/her activity..
7 - 9 Complete confidence of supervisors in inde-
pendently working with all levels of employees
covering all aspects of his/her activity.
4. Organization and/or Management: The degree to which the individual
is able to organize and/or manage an activity to its assigned com-
pletion. Section a. should be used to evaluate an individual who
manages both programs and people; Section b. should be used to eval-
uate an individual who does not manage people but who does have an
organization and/or a management responsibility.
ADMINISTRATIVE - INTERNAL USE ONLY
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a. Programs /People
Point
Range Points Items
7-9
ADMINISTRATIVE - INTERNAL USE ONLY
Encounters some difficulty in planning and
organizing projects, establishing priorities,
delegating responsibility, managing and
motivating people. Requires some guidance
and assistance in managing assignments.
Performs effectively in planning and organ-
izing assignments, establishing priorities,
delegating responsibility, and managing and
motivating people; knows when to discuss and
review problems with higher echelons.
Unusually resourceful in planning, organizing,
and directing projects, establishing priori-
ties, managing and motivating people. Requires
very little advice, guidance, and direction in
handling responsibilities.. Keeps supervisor
aware of status of projects and assignments.
b. Programs /Projects
Point
Range Points Items
Lacks the ability to plan and organize pro- ,
jects, establish priorities, delegate respon-
sibility, and manage people. Needs constant
advice, guidance, and assistance.
Manages assigned projects, studies, etc.
poorly. Cannot plan and organize work,
establish realistic priorities, accomplish
projects within acceptable time limits.
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ADMINISTRATIVE - INTERNAL USE ONLY
Point
Range Points Items
Needs some assistance, guidance, and instruc-
tion prior to and during the management of
projects and programs including the develop-
ment of plans, organization of work, estab-
lishment of priorities, and completion of
assignments within realistic time limits.
Is effective in managing projects, developing
plans, organizing work, establishing priori-
ties, handling problem situations, and com-
pleting assignments on a timely basis.
Works independently in planning and organ-
izing work, establishing priorities, and
handling major problems. Can be relied upon
to complete assignments on a timely basis.
Can be relied upon to propose major changes
in programs or assignments. Requires no
guidance and assistance but insures that
proposed changes in programs or direction
are discussed with higher echelons.
5. Interpersonal: The degree to which the individual successfully relates
to and works with subordinates, peers, supervisors, and counterparts
in other organizations.
Point
Ran a
Points
Items
0
Does not work well with others.
1
- 3
Has some difficulty working with others.
4
- 6
Works well with others.
7
- 9
Demonstrates exceptional ability in working
with and relating to others.
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C. POTENTIAL
Capacity for Growth: The degree to which the individual can be
expected to assume increased responsibility. In assessing each
careerist's potential, the evaluating officer should ensure the
ratings previously given under A. and B. are given consideration
along with other factors such as ability to progress to higher
levels of responsibility, acceptability by Agency components,
willingness to serve in any assignment, and interest in self-
improvement and professional growth.
Point
Ran a
Points
Items
0
Capacity for growth -- none.
1
- 3
Capacity for growth -- limited.
4
- 6
Capacity for growth -- good.
7
- 9
Capacity for growth -- excellent.
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ADMINISTRATIVE - INTERNAL USE ONLY.
SUMMARY OF POINTS
A. PERFORMANCE
1. Initiative
2. Judgment
3.' Productivity
4. Quality
Subtotal:
B.
SKILLS
1.
Substantive Knowledge & Experience
2.
Self-Expression
3.
Supervision
a. Supervisory
or
b. Non-Supervisory
4.
Organization /Management
a.
Programs /People
or
b.
Programs /Projects
5.
Interpersonal
Subtotal:
C. POTENTIAL
ADMINISTRATIVE - INTERNAL USE ONLY
C.
C
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A. PERFORMANCE
1. Initiative
tiati
-
2. Jud
-
3. Productivity
-
-
. Quality
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B. SKILLS
1. Substantive Knowledge
& Experience
2. Self-Expression
3. Supervisory
4. Organization and/or
Management
5. Interpersonal
C. POTENTIAL
Capacity for Growth
TOTAL POINTS
A
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leas
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