STAT
Approved For Release 2009/03/20
: CIA-RDP96-00289R000200030004-1
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This
Notice Expires
December
1991
ORGANIZATION
l
HN
1-14-52
24 April
1991
ORGANIZATIONAL CHANGE
DIRECTORATE OF ADMINISTRATION
1.
Effective
October
1990,
the Office of General
Administration
(0GA)
was
established
In
the Directorate of Administration
(DA)
to manage
the MG (Management Generalist)
Career Subgroup
by overseeing
career
development planning,
assignments,
and Career Service counseling for MG
officers.
The Director of General
Administration
will
be
a voting member
on
the Senior Personnel
Review Board
(SPRB)
representing 0GA.
Basic
responsibilities
will
Include:
a.
Overseeing
the coordination
and operation of
the MG Board
and
all
MG personnel
evaluation panels.
b.
Providing career development counseling
to MG officers,
either
at
the request of
the employee or
as
recommended
by personnel
evaluation panels
and
the
Board,
to the extent deemed necessary or
appropriate
at
the discretion of the Director of General
Administration or designee.
c.
Initiating and coordinating
new training courses
for MG
officers
at headquarters
and overseas,
using
Internal
and external
resources.
d.
Targeting
Individuals for
specific
training based on
recommendations from evaluation panels
and
the
career board or based
on developmental
needs
as determined
by
the Director of General
Administration.
e.
Ensuring adequate
staffing
Including recommending experienced
MG officers
for nontradl tlonal
rotational
tours of duty.
f.
Maintaining contacts with other offices
In order
to provide
rotational
opportunities
Into MG positions
for appropriate officers
of other Career Services.
g.
Maintaining contact with Office of Personnel
and Office of
Training and
Education
(0TE)
elements
involved
in recruitment
and
training of Career Trainees
(CTs).
h.
Counseling
Individual
CTs
on job-related matters
and
speaking
at various
training courses
and general
meetings of CTs.
ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2009/03/20
: CIA-RDP96-00289R000200030004-1
Approved For Release 2009/03/20
: CIA-RDP96-00289R000200030004-1
ADMInMaTIVE
-
INTERNAL USE ONLY
HN
4- 52
$
ORGANIZATION
A
1.
Providing dally supervision of
the
Protocol
Branch.
j.
Representing
the Deputy Director
for Administration
(DDA)
In'
all
directorate-wide
Employee Review Panel
and Personnel
Evaluation
!
Board
cases.
!
;
2.
The Career Management Staff
(CMS)
will
continue
to be responsible
for developing and
Implementing personnel
management
and
training
policies;
and procedures
for
the directorate
In
compl lance with
Federal
laws,
.
Executive orders,
and Agency regulations.
In practical
terms,
this means
,
developing and maintaining evaluation
systems,
career development
I
programs,
foreign
language training,
and
Incentive
systems.
The primary
responsibilities of
the
staff
are forecasting
the
Impact of demographic
and
sociological
trends on
the
DA
work, force
and ensuring
that
the
needs
of
the directorate
are met.
The
staff
Is
the
DA representative and
advocate for ensuring
that Agency policies
take
Into account
the unique
requirements of
the directorate
and.
In
the absence of needed policies
and;
programs,
prompts
the appropriate Agency
system to address
these
Issues.
a.
CMS acts
for
the DDA
In approving personnel
and
training
actions within
the DA and
In approving
the
use of nonstaff personne
Including engaging or employing
U.S.
Government annuitants
(subject
to any additional
or
special
approvals
that may
be required).
The
Chief,
CMS also
serves
as:
(1)
Secretary
to the SPRB,
which recommends Senior
Intelligence Service promotions.
(2)
The referent within
the DA
to respond
to all
questions
pertaining
to honor,
merit,
and
Incentive awards
eligibility,
policy,
and procedures within, the directorate.
b.
The Senior Training Officer
(STO)
Is
the principal
adviser
to
the DDA
In
all
training matters within
the directorate.
The STO/DA
serves
as
the focal
point for consultation among DA offices
and
staffs
on training requirements,
objectives,
courses,
and enrollmen
procedures
and office
support to training and office-conducted
training.
Basic responsibilities
Include:
(1)
Preparing studies and recommendations
for
Improvement
<
training,
training standards,
and course criteria for DA
personnel
concerning
Internal
and external
training programs.
(2)
Serving
as
the
formal
channel
of communications
between
DA offices,
OTE,
and
the
senior training officers
of- the other
directorates.
’
i
(3)
Initiating and coordinating new training courses
for
D^
'J
personnel
using both
Internal
and external
resources.
~
AnUTMTCTDATTWr
TKJTCDMAI
IICC
ONI Y
Approved For Release 2009/03/20
: CIA-RDP96-00289R000200030004-1
STAT
Approved For Release 2009/03/20
: CIA-RDP96-00289R000200030004-1
ADMINISTRATIVE
- INTERNAiWe ONLY
ORGANIZATION
HN
1-14-
<4>
Targeting
Individuals
for specific
training based on
recommendations from offices
and
staffs or developmental
needs
Identified
by
the Associate DDA and
the DDA.
(5)
Serving
as
the referent within
the DA to respond
to
all
questions OTE may have pertaining
to language training and
testing.
The STO also serves
as
the
DA Grievance Officer and provides
staff
support and advice on
all
grievances within
the directorate
to the
DDA.
3.
The attached organizational
chart reflects
the above
organizational
changes.
R.
M.
Huffstutler
Deputy Director
for
Admlnl stratlon
Attachment
DISTRIBUTION:
ALL EMPLOYEES
(1-6)
N.B.
"ALL EMPLOYEES
(1-6)"
signifies
that one
copy of
an
Issuance
Is
available for
ci rculation for each
six employees within
a
specific
component.
ADMINISTRATIVE
-
INTERNAL USE ONLY
Approved For Release 2009/03/20
: CIA-RDP96-00289R000200030004-1