Approved For Release 2000/08/08
: CIA-RDP96-00789R002 100300003-3
Memorandum
for
Record
Aug
Subject:
Options
for Civilians
Joining SUNSTREAK
1.
First,
some
questions
need
to
be answered,
a.
How
many
positions
will
we
have
and
what
will
be
the
distribution,
i.e.,
number
of
operational
personnel,
number
of
analysts,
number
of
support
personnel?
I
believe
it
has
been
decided
that
SUNSTREAK
will
have
spaces.
This
leaves
the
question
of
distribution,
to
include
the
number
of
civilians
and
the
number
of
military.
b.
What
are
our
recruitment
sources,
i.e.,
cuirent
intelligence
personnel,
recent
college
graduates,
retired
military
with
an intelligence
background,
etc.?
The
answer
to
this
question
depends
greatly
on
the
answer
to
the
screening
problem.
c.
How
are
we
going
to
screen
candidates
without
divulging
classified
information
to
those
who
are
not
read
on
and
those
who
have
no
clearances
(
this
also
brings
up
the
time
frame
involved
in
uncleared
personnel
obtaining
clearances)?
What
are
the
screening
procedures
going
to
include?
I
will
prepare
a
separate
paper
concerning
screening
of
candidates,
potential
sources,
etc.
One
of
the
areas
we
want
to
avoid
is
having
"the
world"
recruit
for
us,
i.e.,
having
people
come
to
us
saying
they
told
someone
about
us
and
they
really
want
to
work
for
us,
or
someone
is
really
good
at
doing
that
kind
of
thing
and
we
should
hire
them,
or
someone's
daughter,
friend,
etc.
really
thinks
this
is
neat
and
we
must
hire
that
person.
We
have
already
experienced
problems
in
this
area,
so
we
need
to
take
proactive
measures.
Remember,
once
you
have
hired
a
civilian
you
have
a
really
tough
time
removing
them.
One
important
step
to
include
in
the
screening
process
is
a
personal psychological
interview.
2.
Position
descriptions
must
be
established
for
the
civilian
positions.
Here
we
have
a
couple
of
options.
One
point
I
think
should
be
made
is
that
we
should
attempt
to
have
them
written
as
Intelligence
Operations
Specialists,
GS-132
series.
We
cannot
continue
to
bring
civilians
on
board
into
GS-301
mixed
bag
jobs,
using
bogus
job
sheets.
The
civilians
must
be
given
credit
for
what
they
are
doing
in
the
intelligence
collection
field.
The
Approved For Release 2000/08/08
: CIA-RDP96-00789R002 100300003-3
Approved For Release 2000/08/08
: CIA-RDP96-00789R0021 00300003-3
position descriptions
can
probably
be
written
in
an
unclassified
format
and
not
actually
mention
the
technology
involved.
However,
we
still
have
the
option
of
writing
classified
position
descriptions.
If
we
decide
that
some
personnel
will
be
brought
in
at
a
trainee
level
(GS-5),
and
some
people,
because
of
background
and
qualifications
can
be
brought
in
at
a
higher
level
(GS-9
thru
GS-12),
we
have
to
produce
position
descriptions
at
each
level,
using
the
most
appropriate
when
recruiting.
For
instance,
let's
say
that
the
highest
grade
is
GS-12,
and
we
would
like
to
hire
college
graduate
with
no
experience.
We would
bring
that
person
in
as
a
GS-5
and
provide
the
opportunity
for
non-competitive
promotion
(automatic
with
yr.
in
grade
and
satisfactory
performance
showing
success
in
performing
duties
of
more
responsibility)
to
GS-9
(two
years
in
training,
GS-5
thru
GS-7,
operational
at
GS-9).
Then
let's
say
we
want
to
bring
on
a
retired
military
candidate
(officer
or
enlisted)
and
his
past
experience
qualifies
him
as
a
GS-132-11.
That
person
could
be
hired
as
GS-11,
optimum
(a
GS-12
position
would
be
downgraded
to
GS-11
for
recruitment
purposes).
Or
let's
say
that
the
person
is
qualified
as
a
GS-11,
but
not
for
the
132
series.
Back
to
GS-5,
optimum
9.
Then
we
have
a
candidate
who
is
a
current
Intelligence
Operations
Specialist,
GS-132-12
and
is
interested
in
being
reassigned
to
the
unit.
Reassign
at
the
GS-12
level.
Anyone
who
is
brought
into
the
program
at
the
lower
grade
with
non-competitive
to
GS-9
or
GS-11
will
still
have
an
opportunity
to
compete
for
the
GS-12
because,
let's
face
it,
somebody
will
leave.
It
may
also
be
done
non-competitively
if
no
one
leaves
by
adding
additional
responsibilities
through
job
"evolution"
(this
will
be
touchy).
Also
keep
in
mind
that
some
of
the
civilians
hired
should
be
analysts
and
these
could
probably
be
GS-132-12
jobs
(optimum
grade).
I
would
suggest
that
we
bring
the
analysts
in
no
lower
that
GS-11;
however,
we
still
have
the
option
of
recruiting
at
the
GS-5
level,
with
optimum
non-competitive
promotion.
This
would
also
give
operational
collection
personnel
an
opportunity
to
switch
to
the
analyst
jobs
for
promotional
purposes
and
for
additional
experience/qualifications.
In
order
to
accomplish
these
things,
we
need
to
have
one
dedicated
Staffing
Specialist/Classification
Specialist
in
the
CPO
who
is/are
read
into
the
program.
3.
The
above
is
leading
to
needing
a
career
program
for
the
civilians
so
they
have
an
opportunity
to
advance
in
grade
and
responsibility.
No
one
is
so
dedicated
as
to
be
perfectly
SG1J
content
to
sit
in
a
job
forever
with
no
opportunity
for
advancement.
This
means
we
need
to
do
some coordinat^i^Uh
th^D^^^o^t^^^D^^^mi^nc^sDec i f i c a 1 1 y
,
They
a 1 s o nee^CT^ea^n
.
SGI J
Approved For Release 2000/08/08
: CIA-RDP96-00789R0021 00300003-3
Approved For Release 2000/08/08
: CIA-RDP96-00789R002 100300003-3
4.
Next
point.
In
line
with
the
DIA
organization,
we
must
seriously
consider
having
a
civilian
in
the
upper
echelon
of
command
(first
line
supervisor),
both
for
continuity
purposes
and
for promotion potential.
5.
Then,
after
we
have
taken
care
of
the
operational
personnel,
I
think
we
should consider
re-writing
the
Secretary
job
sheet
to
Administrative
Assistant,
GS-301-7.
sgij
Special Programs
Officer
Approved For Release 2000/08/08
: CIA-RDP96-00789R002 100300003-3