ORGANIZATION CHART - DIRECTIVE AND STAFF ELEMENTS - OFFICE OF PERSONNEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-03578A000700070008-1
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 8
• Document Creation Date: December 12, 2016
• Document Release Date: January 11, 2002
• Sequence Number: 8
• Content Type: CHART

ORGANIZATION CHART
Directive and Staff Elements
Office of Personnel
Director
of
Personnel
Executive
Officer
Deputy Director
of Personnel
for Planning
and Development
Plans
Staff
Development
Staff
Mobilization
Staff
Selection
Staff
operating Divisions
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Functions
Director of Personnel
Executive Officer
Staff Elements
Office of Personnel
Mission: The Director of Personnel is responsible for the direction of
a central personnel group engaged in support of Agency operations, programs,
and activities.
Functions: The Director of Personnel shall:
1. Formulate and recommend policies, regulations, practices, procedures,
and standards which shall govern personnel administration throughout
the Agency.
2. Advise and assist operating officials on matters of personnel admin-
istration.
3. Review and evaluate personnel administration for compliance with
approved policies, regulations, practices, procedures and standards,
and for-the adequacy of such programs, and make recommendations for
appropriate corrective measures.
4. Conduct research in the general field of personnel management, in-
cluding personnel mobilization and long-range planning, to the ex-
tent necessary to the performance of the mission of the Agency.
5. Provide a channel between the CIA Career Council and the Heads of
the several Career Services for the interchange of information,
guidance, problems and interpretations; review and evaluate the
performance of individual Career Services to determine uniformity
of performance and compliance with the intents and purposes of the
Council and make recommendations to the Council where corrective
action is indicated.
6. Administer the Agency Junior and Senior Career Development Programs.
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7. Provide secretariat services and administrative support to the CIA
Career Council, the CIA Selection Board, and the Honor Awards Board,
including the performance of clerical activities incident to the
selection and processing of candidates for the career service.
8. Procure new personnel through a system of nationwide recruitment,
including initial testing and evaluation.
9. Screen applicants for employment or transfer to assure compliance
with Agency standards; introduce new personnel into the Agency work-
ing force, including assistance in subsequent reassignments and
support in the career development of Agency personnel; authenticate
official personnel action documents; perform an employee counseling
service, including exit interviews; and operate a system for holding
personnel for eventual assignment to operating components.
10. Provide position evaluation, wage administration, and comprehensive
position standards.
11. Maintain liaison with the Department of Defense, obtain the assign-
ment of necessary military personnel, provide, administrative support
to such persons while on detail to the Agency, and monitor the reserve
activities and training of Agency civilians holding reserve appoint-
ments in the armed services.
12. Prepare individual contracts in those instances where personal serv-
ices are to be obtained through a contractual relationship, includ-
ing the establishing of special monetary allowances and differen-
tials for overseas personnel as required.
13. Operate a comprehensive program of life, health and certain inci-
dental insurance coverages for Agency personnel; process claims
resulting therefrom; and furnish supervision and guidance to the
operations of the Agency Federal Credit Union system.
Th. Operate a central processing service, in cooperation with other
Agency support components, to assist personnel performing official
travel.
15. Maintain the official Agency personnel files and the records of
official personnel action documents.
16. Accumulate and compile official personnel statistics.
17. Provide personnel service to the National Security Council.
18. Furnish miscellaneous employee services as required.
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The Executive Officer:
The Executive Officer, under the general direction of the Director of
Personnel, shall:
1. Provide direct supervision and support to the administrative opera-
tions of the Office of the Director of Personnel and general super-
vision and guidance to all administrative activities and processes
within the Office of Personnel.
2. provide, in cooperation with the Agency components having primary
responsibility, administrative service to the Office of Personnel
in the fields of personnel, budget and fiscal, supply and transpor-
tation, space and equipment allocation and maintenance, lines of
communication, etc.
3. cor-
of Personnel.
respondence Maintain eand other documentation through tht Office flow
4. Administer organized internal training programs and conduct liaison
with the Office of Training.
5. Provide for Office of Personnel compliance with such Agency programs
as Security, Safety, Records Management, Forms Control, Disaster
Plans, etc.
6. Conduct liaison for the Office of Personnel with the Civil Service
Commission in matter pertaining to the retirement deductions and
refunds for certain Agent personnel.
7. Conduct necessary liaison and coordination with other Agency com-
ponents in connection with the administrative activities of the
Office of Personnel.
Deputy Director of Personnel for Planning and Development:
The Deputy Director of Personnel for Planning and Development, in an ad-
visory capacity to, and under the general direction of, the Director of Per-
sonnel, shall:
1. Assist in the formulation, development and coordination of policies,
regulations, practices and standards to govern personnel management
throughout the Agency.
2. Develop plans and recommendations to meet the Agency long-range man-
power requirements, to establish the personnel reserve program, and
for the mobilization of manpower in the event of a national emer-
gency; and conduct liaison with ODM and the Department of Defense
on personnel mobilization matters.
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3. Review and evaluate Agency personnel management practices for com-
pliance with regulations and recommend appropriate action where
indicated.
4. Analyze the personnel management implications in policies, plans,
proposals, legislation and projects initiated within or without the
Office of Personnel and make appropriate recommendations concerning
the action which may be taken by the Director of Personnel.
5. Conduct research inthe general field of personnel management to the
extent necessary to the performance of the mission of the Director
of Personnel.
6. Provide a channel between the CIA Career Council and the Heads of
the several Career Services for the inter-change of information,
guidance, problems and interpretations; monitor and evaluate the
performance of the individual Career Services to determine uniformity
of performance and compliance with the intents and purposes of the
Council; and make appropriate recommendations where indicated.
7. Administer the Agency Junior and Senior Career Development Programs.
8. Implement Agency regulations for acquiring and retaining membership
in the Career Staff and recommend criteria for the evaluation of the
abilities, capabilities and deficiencies of personnel in order to
determine their suitability for selection into the Career Staff.
9. Provide secretariat service and administrative support to the CIA
Career Council, the CIA Selection Board and the Honor Awards Board
as required of the Director of Personnel in his relation to these
bodies.
The Chief, Plans Staff, under the general direction of the Deputy Director
of Personnel for Planning and Development, shall:
1. Assist in the formulation, development and coordination of policies,
regulations, practices and standards to govern personnel management
throughout the Agency.
2. Review and evaluate Agency personnel management practices for com-
pliance with regulations and recommend appropriate action where
indicated.
3. Analyze the personnel management implications in policies, plans,
proposals, legislation and projects initiated within or without the
Office of Personnel and make appropriate recommendations concerning
the action which may be taken by the Director of Personnel.
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IL. Conduct research in the general field of personnel management to
the extent necessary to the performance of the mission of the
Director of Personnel.
Mobilization Staff:
The Chief, Mobilization Staff, under the general direction of the Deputy
Director of Personnel for Planning and Development, shall:
1. Develop plans and recommendations concerning Agency policies and
procedures on manpower requirements in support of the Agency's long-
range mission.
2. Develop plans and recommendations for the Agency's mobilization of
personnel in time of national emergency.
3. Provide policy guidance and advice to operating officials on per-
sonnel resources in connection with mobilization.
4. Develop a CIA Personnel Reserve Program.
5. Conduct liaison with 0DM and the Department of Defense on personnel
mobilization matters.
Selection Staff:
The Chief, Selection Staff, under the general direction of the Deputy
Director of Personnel for Planning and Development, shall:
1. Implement Agency regulations for acquiring and retaining membership
in the Career Staff.
2. Develop and recommend criteria for the evaluation of the abilities,
capabilities and deficiencies of personnel in order to determine
their suitability for selection into the Career Staff.
3. Provide administrative support to the CIA Selection Board as required
by the Chairman and the Executive Director in the discharge of their
responsibilities concerning the creation and administration of the
Career Staff.
Development Staff:
The Chief, Development Staff, under the general direction of the Deputy
Director of Personnel for Planning and Development, shall:
1. Administer the Junior and Senior Career Development Programs.
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2. Monitor the career planning function in the Agency and provide
guidance to, and serve as a focal point for the interchange of in-
formation among, Career Boards and Panels and Career Management
Officers in regard to the principles and techniques of career
development.
3. Monitor and evaluate the performance of the individual Career Serv-
ices to determine uniformity of performance and compliance with
the intent and purpose of the CIA Career Council.
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