QUALIFICATIONS AND WORK RESPONSIBILITIES FOR THE POSITION OF SENIOR PSYCHOLOGIST, ASSESSMENT STAFF, PRESENT RATING, GS-13 PROPOSED RATING, GS-14/15

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP57-00042A000200110021-3
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 3
• Document Creation Date: November 17, 2016
• Document Release Date: June 2, 2000
• Sequence Number: 21
• Publication Date: April 12, 1950
• Content Type: MEMO

Approved For Release 2000/06/13 : CIA-R P57-00042A0?Q?0200110021-3
12 April 1950
TO : TRD Policy Committee
FROM : Chief, Assessment Staff
SUBJECT: Qualifications and Work Responsibilities for the Position of
Senior Psychologist, Assessment Staff. Present rating, GS-13.
Proposed rating, GS-14/15.
1. The qualifications for this position are as follows:
as Associate or Full Member of the American Psychological Association.
b. Service as a member of the armed forces, as an officer, during
World War II. (Combat and/or intelligence experience is highly desirable
but not required).
c. Willingness to be trained and to serve as a senior intelligence
officer, either in headquarters or in an overseas post when necessary,
d. Versatility of interests and aptitudes, and experience in occu-
pations other than psychology.
e. At least four years' experience in problems of the psychological
selection and classification of adults; at least two of these years must
have involved experience in the clinical appraisal of adult cases requiring
special skill in interview techniques.
Doctor's degree in psychology.
g. Successful completion of graduate courses in statistics and
experimental psychology*
h. Initiative, emotional stability, social maturity, sophistication,
and poise. Sensible, practical, industrious. Pleasing, well-balanced
personality.
is favorable assessment report before assignment to position.
2. The work responsibilities for this position are as follows.
a? Competence in the administration and interpretation of tests of
intelligence, personality, temperament, attitudes, memory, perception,
current affairs, vocabulary, logical reasoning, and vocational interests.
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b. Competence in drawing logical and relevant conclusions from
tests and relating and synthesizing the teat results with observations,
situation results, and interviews.
c. Competent in developing new tests required by the Assessment
Staff and in modifying any existing psychological test. (To be able to
do this he must have had experience in test development, and he must be
familiar with sampling procedures, item analyses, and techniques of validity,
reliability, and standardization)*
d. He must be skillful in the design of psychological experiments,
in the analysis of psychological statistics, and in the preparation of
professional psychological articles summarizing the results of psycho-
logical experiments.
e. He must be skillful in conducting psychological interviews
and in probing the conscious and unconscious thoughts, moods, feelings,
and interests of human beings.
f. He must be adept in arriving at accurate psychological diagnoses.
g. In presenting final assessment results, he must be able to
organize and lead conference-discussions, and then, later, prepare explana-
tory, concise, and objective written Assessment reports.
h. Capable of serving as a psychological consultant to other units
of CIA on problems of applied psychology,
I, Capable in devising and skilled in participating in work-sample
and situation tests.
j. Adept in analyzing life histories and deriving the significant
vocational-placement factors from such analyses*
k. Skillful in spotting persons who are emotionally unstable,
seriously neurotic, psychopathic, psychotic, or perverted.
1. Competent in determining the psychological test batteries appli-
cable in each Assessment case and guiding the junior psychologist or psy-
chometrist who applies the test batteries.
m. Competent in the supervision of junior psychologists, psychome-
trists, statistical analysts, research assistants, and stenographers.
no Originates ideas and formulates plans for the most effective
placement and vocational utilization of new OSO/OPC/CIA employees who are
assessed.
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c. Reassesses OSO/OPC/CIA employees who have become vocational and
emotional problems and draws up individual programs of vocational place-
ment, retraining, and/or separation
25X1A9a
Chef, Assessment Staff
i~fJi/mch
SEt E1
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