EXPERIMENTAL PAY SYSTEM (BANDING) FOR TELECOMMUNICATIONS OFFICERS (U)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP92-00420R000100030026-2
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 20
• Document Creation Date: December 27, 2016
• Document Release Date: August 15, 2012
• Sequence Number: 26
• Publication Date: August 16, 1984
• Content Type: MF

Declassified in Part - Sanitized Copy Approved for Release 2012/08/15: CIA-RDP92-00420R000100030026-2
CONFI ITIAL !II
OC- j?
MEMORANDUM FOR: Director of Communications /4 aard / 947Y
FROM: Chairman, Banding Task Force
SUBJECT: Experimental Pay System (Bandin ) for
25X1 Telecommunications Officers
1. On 7 June 1984 a task force consisting of Office of
Communications and Office of Personnel representatives was
appointed to draft procedures to band the grades of the
Telecommunications Officer (TCO) Series. The following procedures
were developed by the task force and are recommended to implement
the new experimental pay system for the Office of Communications on
1 October 1984. Para h 2 of this memorandum contains a request
25X1 for your approval.
a. Convert all TCO Series employees from GS
to the appropriate level and increment of the new pay
schedule (see Attachment F) of the
first day of the first complete pay period in
October 1984. All TCO Occupational Series
employees, including those assigned to other
Agency components, will be converted to the
experimental pay system.
b. All Within Grade Increases (WGI) that
were to be effective on or before 30 September 1985
will be made effective for eligible employees
on 1 October 1984 on a prorata basis.
c. All OC Uniform Promotion System (UPS)
evaluation exercises through February 1985 will
be conducted using current evaluation and
promotion criteria. Pay increases during this
period will be in the form of comparable level
promotions or increment increases.
d. All recommendations for Quality Step
Increases (QSI) for TCO's must be submitted
prior to 1 October 1984. Those pending approval
and made effective after 1 October 1984, will be
in the form of two increment increases.
25X1
e. Employees and managers in all components
will be provided new personnel evaluation
criteria for use under the experimental system.
CONFI
1
Declassified in Part - Sanitized Copy Approved for Release 2012/08/15: CIA-RDP92-00420R000100030026-2
Declassified in Part - Sanitized Copy Approved for Release 2012/08/15: CIA-RDP92-00420R000100030026-2
?
CONFIDENTIAL
SUBJECT: Experimental Pay System (Banding) for
25X1 Telecommunications Officers
Teams will be appointed to educate managers and
employees on the banding experiment and the new
evaluation procedures to be used. For this
experiment, the term "component" is defined as
the organizational elements under current policy
that have been delegated personnel evaluation
responsibility.
f. Components will submit completed
Performance Assessment Forms (Attachment A) to
Headquarters in accordance with the newly
established PAR and evaluation schedule
(Attachment E). PAR narratives
should address the factors listed on-the
Performance Assessment Form and the Headquarters
Review Board Worksheet (Attachment B).
Initially, increment increases and promotions
between levels will be recommended by component
managers and reviewed by Headquarters Review
Boards. All recommendations are subject to the
approval of the Director of Communications.
g. Headquarters appointed boards, using
Performance Assessment Forms, promotion
criteria (Attachment C) and Headquarters Review
Board Worksheets, will provide the Director of
Communications rank-order-lists, by level, of
employees recommended for promotion and/or
incremental increases. Employees do not
have to be assigned a Category I descriptor to be
considered for a maximum incremental increase or
promotion. All promotion and merit pay increases
will be effected once annually for employees in
the experimental pay system. Increment increases
and promotions will be determined as near as
possible to the end of the fiscal year.
Ii. Annual evaluations under the experiment
will be completed prior to August each year.
Trainees in Level I may be awarded increment
increases out of cycle using criteria
established for that level.
i. Employees being converted to or from
the GS schedule will convert at equivalent or
nearest salary without penalty.
CONFIDENTIAL
2
Declassified in Part - Sanitized Copy Approved for Release 2012/08/15: CIA-RDP92-00420R000100030026-2
Declassified in Part - Sanitized Copy Approved for Release 2012/08/15: CIA-RDP92-00420R000100030026-2
CONFIDENTIAL
SUBJECT: Experimental Pay System (Bandin for
25X1 Telecommunications Officers
j. Employees who have already achieved
minimum TCO Full Performance certification and
who are converted to this pay schedule will not
be required to meet new certification criteria.
k. A Performance Assessment Form for
employees transferring from one OC component to
another within an evaluation cycle will be
completed and forwarded to the gaining
component. The gaining component will perform
the annual evaluation of the employee in
accordance with the evaluation schedule, giving
full consideration to the reassignment
evaluation(s) provided by other components
during the evaluation year.
1. The Performance Assessment Form should
be considered a counseling tool and must be
discussed with the employee upon request.
m. Recommendations for incremental
increases will be stated in the following
terms: maximum, median, minimal, and none.
n. While it is recognized that PAR ratings
and recommendations for incremental increases
may escalate, senior managers will ensure that
only superior performers receive maximum
incremental increases, outstanding performers
median incremental increases, and average
performers only minimal incremental increases.
Slightly below average performers can receive a
one increment increase. Employees who do not
meet acceptable standards will receive no
increase for the current evaluation period. The
D/CO will evaluate component chiefs on their
discretion in recommending incremental increases.
o. For promotion between levels,
Performance Assessment Form ratings will
constitute approximately 80% of the overall
rating and the remaining 20% will be based on
subjective evaluations by Headquarters Review
Boards, using Headquarters Review Worksheets.
Employees recommended for promotion
CONFIDENTIAL
3
Declassified in Part - Sanitized Copy Approved for Release 2012/08/15: CIA-RDP92-00420R000100030026-2
Declassified in Part - Sanitized Copy Approved for Release 2012/08/15: CIA-RDP92-00420R000100030026-2
?
CONFIDENTIAL
SUBJECT: Experimental Pay System (Band* for
25X1 Telecommunications Officers
to the next higher level mutt have satisfied the
prerequisite criteria for entrance into that
level.
p. Component evaluations should be
performed by a panel of senior
employees--preferably from Band Level IV.
For the first cycle, all Headquarters Review
Boards should be chaired by the same officer.
q. All employees, except those receiving
Category IV descriptors, should receive a
minimum of one increment increase annually
through the mid-point of a level. All
employees will receive federal comparability
increases.
r. A bonus award program will be
established for use in conjunction with the
experimental pay system. The bonus program may
be used, but not limited, to award employees:
who have reached maximum salary in a pay
level and are not selected for promotion;
whose performance merits recognition but
not in the form of continual pay reward;
on special assignment or whose performance
deserves special recognition.
Bonuses will be paid in equivalent incremental
values on a one-time basis. More than one
incremental amount can be awarded.
Recommendations for bonuses will be made by
component chiefs, reviewed at Headquarters, and
approved by the D/CO in conjunction with other
annually scheduled pay adjustments.
s. The Career Development and Training
Group/AMD will be responsible for the initial
review of individual requests for exceptions to
policies regarding the experimental pay system
during the first year of the experiment.
t. The five salary ranges used in this
CONFIDENTIAL
4
Declassified in Part - Sanitized Copy Approved for Release 2012/08/15: CIA-RDP92-00420R000100030026-2
Declassified in Part - Sanitized Copy Approved for Release 2012/08/15: CIA-RDP92-00420R000100030026-2
? qp
CONE TIAL
SUBJECT: Experimental Pay System (Banding)_for
25X1 Telecommunications Officers
experiment will be identified by the following
titles:
Trainee
TCO
Level
I
Operations
TCO
Level
II
Specialist
TCO
Level
III
Staff
TCM
Level
III
Senior Officer
TCM
Level
IV
u. Placement criteria will be established
for each level and used to convert employees
from the GS Schedule to the experimental pay
system. A committee will be convened to
determine the conversions. The committee
will include officers from the task force.
v. A committee(s) will be appointed to
coordinate and oversee implementation of the
experiment. These responsibilities will include:
- Coordinating with Office of Personnel and
components where OC employees are
assigned
Developing an employee briefing package
- Developing an instructional guide for all
evaluation materials
w. Senior managers will be briefed on
implementation of the experiment, followed by
briefings for all employees.
x. Category Descriptors (Attachment D)
have been redefined for TCO Series employees and
new promotion criteria will be used for the
25X1 experiment.
2. It is requested that you approve this recommendation to
implement an experimental pay system for all Telecommunication
Officer Series employees to become ef on the first day of
25X1 the first pay period in October 1984.
CONF IAL
5
Declassified in Part - Sanitized Copy Approved for Release 2012/08/15: CIA-RDP92-00420R000100030026-2
Declassified in Part - Sanitized Copy Approved for Release 2012/08/15: CIA-RDP92-00420R000100030026-2
CONFIDENTIAL
SUBJECT: Experimental Pay System (Banding) for
25X1 Telecommunications Officers
25X1
,25X1
Task Force Members'
Attachments:
As Stated
APPROVED: 1.04,110, u?ami-ux tkik-r kVA 9.4.0 e."4-4 60.6.k.o2
Zut. 1164. exilia-A4. VAL au .
Di rector of Commun.' cati oh-t
CONFIDENTIAL
6
Ni
Dd.te
Declassified in Part - Sanitized Copy Approved for Release 2012/08/15: CIA-RDP92-00420R000100030026-2
Declassified in Part - Sanitized Copy Approved FOr'iieieFse-2-0:12/08/15 : CIA-RDP92-00420R000100030026-2
? AlIALMMLNI A
Performance Assessment Form
DATE:
NAME SSN PANEL OC/EOD
CURRENT ASSIGNMENT POSN/TITLE
PAR (Overall) X5
Cat. Descr. (1=3, 11=2, III=1) X5
PAR Rating on Supervision (1-7) X1
Leadership [For non-supervisors] (1-4) X1
OC Tenure 1-5 yrs = 2
6-10 yrs = 3
11-15 yrs = 4
16+ = 5
X2
Direct involvement in
DO activities (1 - 3) X1
Interpersonal Relations (1 - 5) X1
Creativity (1 - 5) X1
Dedication (1 - 5) X1
Judgment (1 - 5) X1
Initiative (1 - 5) X1
Self Expression (Written & Oral) (1 - 5) X1
Recommmended Increments
(Maximum, Median, Minimum, None)
Recommended For Promotion Total
COMMENTS:
C3 PIAL
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