Federal Manager's Daily Report

In order to aid its transformation efforts and compete for

intelligence personnel, the Federal Bureau of Investigation


needs to establish senior executive (managerial) and senior

level (non managerial) positions as well as leverage human

capital flexibilities, the General Accounting Office has said.

It said that although the FBI has made significant progress

in its transformation efforts since June 2003, it has had

trouble competing with the private sector, the Central

Intelligence Agency and the National Security Agency for

employees with intelligence knowledge skills and abilities

partly because the FBI has fewer opportunities for advancement

in senior positions.

Organizational changes have enhanced its intelligence

capability and staff realignments in counterterrorism and

counterintelligence areas have been encouraging, said GAO,

though it pointed out that even with increased numbers of

agents in those areas the FBI has had to temporarily

reassign even more agents to follow all

counterterrorism-related leads.

The FBI has moved toward setting up a GS-15 level for

intelligence staff but this would still not create a level

playing field with the rest of the intelligence community,

said GAO.

If it decided to go beyond GS-15, it would have to clarify

how such an intelligence career service relates to its

strategic plan and human capital plan, the expectations

and qualifications for positions, and how performance

would be measured, the report said. After utilizing all

human capital flexibilities to recruit and retain staff,

the next step would be for the FBI to consider human

capital enhancements requiring legislative changes that it

could sell as a way to help its mission against terrorism,

it said.