SPECIAL REQUIREMENT FOR ON DUTY PERSONNEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP59-00882R000200280009-8
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: November 17, 2016
• Document Release Date: August 1, 2000
• Sequence Number: 9
• Publication Date: April 2, 1954
• Content Type: MF

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2 April 1956
? FM?:n_NDUM FOR: Deputy Director (Intelligence)
'deputy Director (Plans)
Deputy Director (Support)
34 k;t;'t : Special Requirement for On Duty Personnel
REFERENCE- Memo from Acting DCI to same addressees dated
28 March 1956, same subject (ER 6-O8335.
1. In the referenced memorandum, the Acting Director of Central
Intelligence has authorized tselection of on duty employees to fill an
immediate and urgent requirement for clerical personnel. The importance
of this work is such that it cannot be delayed while recruitment for
normal assignment is in progress; therefore, present employees may be
permanently assigned to or may be temporarily detailed for a period of
six months to this activity. This memorandum is written for the
guidance of officials concerned with the selection of personnel for
this special assignment in discussing prospective detail to this
activity with employees who are nominated for it,
2. This call for assistance on the part of offices and employees
is consistent with the Career Service concepts of the Agency with
regard to the development and maintenance of a versatile and mobile
force of employees who are available to serve the Agency whenever and
wherever they are most needed, after taking into consideration the
careers and personal circumstances of the individuals. Willingness
to serve and r'he circumstances and good performance on the job is an
important ractor in measuring the individual for continued suitability
and motivation for a career with the Agency.
3. As in this case, where urgency of action is paramount, it is
not practicable to attempt the matching of the GS grade of each
employee with the normal grade of each job, therefore, some employees
may be temporarily placed in positions higher than their grade while
others may be placed in positions which would normally be classified
lower than their grades. The urgency of the situation dictates that
such considerations be temporarily waived. However, in either case
the employee is expected to contribute his utmost to the success of
the job and this situation will not work to his detriment, A lower
grade employee in a higher grade job will not be criticized or
penalized if his best effort does not fully meet the standards used
in judging an employee who is at the grade of the job. On the
contrary he will be given full credit for the effort he has made and
may well establish the fact of his ability to assume higher grade
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S-E-C-R-E-T
Positions, A higher grade employee in a lower grade position is
expected to accept this temporary situation without reservation
and to produce ~t superior job. For this he will be given full credit
he would have received for performing in a Job equal to his grade.
In either case full career service consideration will be given to
employees who are assigned or detailed to this activity. In the
case of detailed employees their parent office or career service
should see that these employees receive all consideration for promo-
tion,while on this detail that would be otherwise given them. In
this connection promotions, otherwise appropriate, of detailed
employees may be effected by the career service concerned without
regard to the grade of the position to which the employee is
temporarily detailed. Employees permanently assigned to this
activity will, of course, be considered for advancement by the
career service of the activity.
4. The above statements must not be construed as an implication
that employees will be promoted solely as a result of assignment or
detail to this activity and no such indication should be given the
employees. The purpose of the-statements is to r1arify the fact
that promotions, otherwise appropriate, will not be jeopardized as a
result of such assignment., The only direct reward to the individuals
concerned will be the knowledge that they are r%.adering valuable
and timely assistance to the Agency in an urgent need and such
service is tangible evidence of the motivation of employees toward
the career service of the Agency.
5. Assignment of employees to this activity will be accomplished
by the Director of Personnel after nomination by the Offices and Career
Services concerned,
6. Employees nominated for this purpose should be referred to
the Personnel Placement Officer (Personnel Assignment Division,
Office of Personnel) who now regularly serves the office making the
nomination. The Placement Officer will consider each case and will
refer the files of those recommended for acceptance to the Director
of Personnel. The individual concerned should then continue in
his regular job until he is notified of approval'by the Director
of Personnel of his assignment. He will then be instructed with
regard to reporting for this special assignment. It is anticipated
that more employees will be nominated than the maximum number which
can be accommodated by the Activity due to limitations of space
and facilities. In such cases the employee will be notified by the
Director of Personnel that his services cannot be utilized for this
purpose at this time but the fact of his nomination and willingness
to service will; be made a matter of official record In his personnel
folder,
7. The job to be rerormed is classified, therefore details
regarding the type of worn. will be given only after final selection
of the employees. However, for the information of the employees,
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their qualifications for the job will have been passed upon by the
Placement Officer and the Director of Personnel. The work can be
compared to normal office work performed in many offices of the
Agency. The location is in the present campus area near the
Lincoln Memorial. It is not hazardous work and, except for the
rotating work shifts, could be compared to normal government office
work in every respect. Although it is normal work it is nevertheless
vital to the Agency that this job be performed without delay.
8. In preliminary discussions regarding their proposed assign-.
ment, prospective candidates should also be given th,:: following
additional information:
a. Positions of GS-6 and below will'generally be available
for either permanent assignments or details for a period up to six
months.
b. Positions will also be available for Grade GS-7 through
GS-9 candidates on a six months detail basis.
c. Since there will be two weeks of on-the-job training,
special qualifications, although acceptable, are not required.
d. Working hours involve night work with three shifts
(0700 to 1530, 1500 to 2330, 2300 to 0730) and rotation from each
shift after one week.
be paid.
e. The work-week will be from Monday through Saturday.
f, Overtime and night differential, where applicable, will
h. Transportation between the place of work and appropriate
public transportation terminals will be provided at 2300 and 2330
hours.
9. Each Deputy Director has been assigned a quota for the number
of employees to be released for this Activity. It is assumed that
each Deputy in turn has or will assign quotas to components of his
organization. It is requested that the components given quotas be
furnished copies of this memorandum which may be shown to the
employees. Those who are nominated should sign this memorandum
which should then be forwarded to the Placement Officer. It is
also requested that all components be advised that information or
elaboration not contained in the Director's memorandum on the
subject of these assignments dated 28 March 1956, Memoranda
subsequently issued by the Deputy Directors, this Memorandum,
and subsequent official issuances on the subject may not be discussed.
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It is desired that discussions with the employees, except routine
non-classified, non-speculative details, be limited to official
written data. In the,event questions arise which are not
answered in these official documents the matter should be referred
to the Director of Personnel for written reply.
Acting Director of Personnel
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