NSA Communicator III 36

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DOCID: 3839347@'pproved for Release bv NSA on 04-07-2008, FOIA Case # 10369

Vol III, No. 36 11 September 1995

(U) VADM McConnell asked us to reprint th e following memorandum which herecently received from the DCI.

Central Intelligence AgencyWashington, D,C, 20505

MEMORANDUM FOR:SUBJECT:

Director, National Security AgencyEqual Employment Opportunity Strategic Plan

(U) 1. I read your FY 1995-FY 1996 Equal Employment Opportunity StrategicPlan with great interest. It is extremelyimportant to recognize, as you did in the Plan'sintroduction. that in order to accomplish our intelligence mission in th e challengingenvironment that confronts us today, we must value individual contributions to themission without regard to race, ethnicity. gender, age, religion. or physical ability.I, too. am committed to creating an environment here at CIA which is fair andembraces diversity. All too often these two ideas are seen as contradictory or, at best.unrelated. I and my senior managers will work tirelessly towards ensuring that everyemployee understands their role in evolving th e CIA culture to one that valuesdiversity as an integral part of our mission.

(U ) 2. Not surprisingly our two plans contain many similarities in issues thatrequire attention as well as similar proposed resolutions. For example, I have createda senior level Human Resources Oversight Council (HROC) chaired by my ExecutiveDirector. HROC was developed to ensure a more corporate approach, vice divergentdirectorates implementation of human resource management.

(U ) 3. As we both strive to achieve the best work environment we can for ou rrespective Agencies, we should compare notes from time to time on any particularlynoteworthy successes o r not quite so successful efforts.

(D ) 4. Best of luck in your endeavors and thank you for the copy of your plan.

John DeutchDirector of Central Intelligence

Classified by NSA/CSSM 123-2Declassify: OADR HANDLE GOMINT CHANNELS ONLY Printed onRecycledPaper


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3839347

IMPLEMENTINGTHE

GOVERNMENTPERFORMANCEAND RESULTS

ACT(U)

(U ) The Government Performance and Results Act (GPRA) was enactePublic Law 103-62 in 1993 to increase federal program effectiveness andaccountability by focusing on result s, service quality, customer satisfactionand improving internal management of the Federal Government. Theemphasis i s on outcomes, Le., how well programs achieve their intendedresults. how well customers are served, and how well organizations fulfill tmissions. Thus, GPRA represents a major shift from managing input andoutput to managing for performance.

(U ) The GPRA requires federal agencies to submit strategiC plans, anannual performance plan, and an annual performance report. GPRA specthat each agency's StrategiC Plan serves as the framework for the budgetsubmission. The Agency's initial strategiC plan is due to th e Office ofManagement and Budget (OMB) and Congress by September 1997. The NCryptologic Strategy published in March 1995 (see Vol. III. #14) is our firsteffort to address GPRA reqUirements with more outcome-focused goals.

(U ) An annual Performance Plan, with performance goals derived fromStrategiC Plan goals, must be prepared for each fiscal year. The initialPerformance Plan for FY99 is due to OMB and Congress with the StrategiCPlan in September 1997. Beginning in March 2000, an annua l ProgramPerformance Report is due . Its purpose is to evaluate how well we achieveour target level of performance. When performance goals are not met, thereport will provide an explanation along with corrective actions and a revisschedule for meeting the goals.

(F'OUO) When the GPRA was briefed to th e Senior Agency LeadershipTeam (SALT) recently, members agreed that it s principles are consistent wtheir intention to manage in accordance with the Baldrige criteria. The A/was chosen to chair the Senior Steering Group (SSG) (consisting of selectemembers of th e Leadership Council) in gUiding and mentoring GPRAimplementation. The SALT deCided that it is important to begin our GPRAefforts with an internal pilot performance plan to develop and refmeperformance measures prior to externa l submission of the plans. To assisthis endeavor, SSG members will nominate representatives to th e GPRAWorking Group to facilitate development and coordination throughout KeyComponents and with the Service Cryptologic Elements. Completion of thNSA-internal Pilot Performance Plan with performance goals, indicators, atarget performance levels is scheduled to take place by October 1995.

(POUO) In a related effort, the Office of the Secretary of Defense (OSDsolicited performance measures from us that support 000 goals for their PPerformance Plan for FY96-97. The SALT agreed to forward measures to Oreflecting NSA's ability to support DoD's goals and this was done earlier thmonth. Target performance levels will be developed by Key Components aforwarded to OSD by September 1995.

(FOUO) As the Agency begins its implementation efforts, organizationthat would l ike to initiate compliance with th e GPRA are encouraged toparticipate in the internal pilot projects. Familiarization briefings andassistance are available to assist organizations in defining goals and


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COMPLAINTSPROCESSING

UPDATE(U)

THIS MONTH INNSA HISTORY(U)

USC403

SECRET

~ e v e l Q P : i I " l ~ g : r f o r J I l i 1 l l ~ ~ measures. The GPRA Implementation Plan isavaila1:>le onMQ?:i\1S()l1theOPfl}--Iome Page and NSA Publications. GenerinformationFlIld n o t i c e s { ) f ~ V ' e l l t s a r e p r o y i d . ~ don ESS ( topic # 1451 ). For

h ' 'on,'please c o n t a g t ; G f > ~ p o c : 1 IN253,t - - - - - , . . . J 9 6 3 - 3 5 1 9 1 5 ; ~ i l o t Projects: N252.i - - - - - - - - - - ' i 63-3076s; E x e c u t t , , ~ I n f o r m a t i o n S y s t e m!:-r-----........---~ " : ' : " : " : " " " " ; " " ' ' : ' ' = ' ' ; _ _ _ ... 963-1171s; or Training: I IN255L...- -963-1171s.

(FQUO) Back in Vol. II. #45, we provided a detailed account of theAgency's complaints program and told you that the Discrimination ComplaOffice. 0 1, had been designated as an Agency reinvention lab. As a follow-we'd like to tell you about the s tr ides that office has continued to make inimproving its methods of processing complaints. Despite an increasing trein the number of complaints filed. th e average number of days to completeinvestigation has been dramatically reduced from over 700 days in FY93 to165 days in FY95. Equal Employment Opportunity Commission regulationrequire that investigations be completed within 180 days unl es s thecomplainant agrees to an extension of up to an additional 90 days. which mbe necessary in unique instances. The Agency's complaints processing timnow represents one of the best in the Federal Government. Over 50 smalllarge process improvements have been achieved and 01 continues to look fways to further streamline its processes and better serve the Agency'spopulation.

(FOUO) For those who want to know more, a new brochure entitled:"EEO Complaints System: Commonly Asked Questions and Answers" will sbe available. I t is intended that this brochure will help make an otherwisecomplex and often intimidating process more understandable to anyone whbecomes a party to a complaint.

(8 CeO) September 1961. The USS OXFORD, the first in a class ofvessels called "technical research ships" (TRS). entered into service 34 yearago this month. A former Liberty Ship. the OXFORD was refitted to carry 1officers and 254 enlisted personnel. and provide a floating SIGINT collectioplatform. Its use would give the U.S. SlGINT System greater flexibility inresponding to changing collection needs.

(8-6eO) A l t h o u ~ h o r i ~ n a l l y destined for another part of th e world. thOXFORD

lS-CCO) After service in many diverse geographic areas. th e OXFORDwas removed from service in 1969. The TRS program became a casualty obudget reductions. and the realization - brought on by the LIBERTY andPUEBLO incidents - of the vulnerability of the collection vessels on the sea

I:IANDb& CQMINT CHANNELS ONLY


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DOCID: 3839347

Postscript File(U ) 1. The producers of "TALK NSA," the Agency's live interactive

television program. have asked that we pass on to you their schedule ofupcoming events. If you have questions or comments about th e programforward them via e-mail to talknsa@nsa. If you have missed a program youwould like to see call 968-4476s to obtain a copy of th e videotape.

THURSDAY. 14 SEPTEMBER. 1000-1100 HOURS(FOlIQ) The Office of Human Resources Services will discuss the flexi

early out. pending benefits legislation. Thrift Savings Plan. and more. TheCareer Resource and Transition Center will desCribe existing services.including options for immediate outside part-time and full-time employmenThe program will be broadcast on Channel 40 (OPS & FANXl. Channel 18WANX). and will be carried to the Friedman and FANX2 Auditoriums.

TUESDAY. 26 SEPTEMBER. 1000-1100 HOURS

NSA Communicator III 36

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