COMMENTS ON CAREER DEVELOPMENT STATEMENT FOR THE GEOGRAPHIC AREA.

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP61-00391R000100390018-9
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 3
• Document Creation Date: November 9, 2016
• Document Release Date: July 13, 1998
• Sequence Number: 18
• Publication Date: January 18, 1956
• Content Type: MEMO

AN?"R? F?` fiitized - Approved r Release : 1A-RD 61-0 91 R0001 00390018-9
0 ce Memorandum ? UNITED STATES GOVERNMENT
DATE: 18 January 1956
TO Ch/G
FROM Chief, GG/F
SUBJECT: Comments on Career Development Statement for the Geographic Area.
1., The revised draft tb January 1956) of the statement on
career development in the Geographic Area has been reviewed by all
personnel of GG/F. The following comments represent the coordinated
views of the Branch.
2. GG/F recognizes the difficulties inherent in the formulation
of a policy statement that will apply with equal validity to a large
number of individual employees with different backgrounds, different
jobs, and different personality characteristics. In view of these
difficulties, it is our feeling that the draft statement is, in
general, a good presentation of the Area's career development policy
for the future. de do have, however, a number of comments concerning
the draft which we herewith submit for your consideration.
a. We feel that one very logical use of the Career Develop-
ment Statement should be in connection with the interviewing and
recruiting of.ner:employees. The present classification of
"Secret" would, of course, limit its usefulness in this regard.
Accordingly, we suggest that consideration be given to the down-
grading of the final statement, or to the preparation of an
unclassified abridged version for this purpose#
b. We feel that more emphasis could well be placed on the
responsibility of Management for utilization of individual em-
ployees:,in positions of greater responsibility as they develop
in capability and effectiveness. Whether we like it or not,
most employees think of "career development" in terms of
"advancement" and "promotion." Given,a rigid T/C} structure
and a low rate of turn-over among the predominantly young group
of employees who comprise the Area, the number of actual
opportunities for promotion is limited. As individuals become
increasingly capable and highly trained, morale problems will
multiply unless new opportunities for advancement materialize
as a result of reorganizations or other changes in grade
structure. Some assurance should be given career employees
that Management will endeavor, within reasonable limits, to
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create opportunities for the advancement of deserving qualified
individuals beyond the limiting frame of existing T/O's. 'As
the competence of the staff increases, it is logical to assume
that the mission and functions of the organization could be
broadened. We do not feel that this point is sufficiently
emphasized in the draft statement.
c. We feel that mention should be made of opportunities
for career development through participation in Military
Reserve training activities, particularly in the CIA-sponsored
units. Although the number of people affected is relatively
small, the opportunities are genpine and, we feel, should be
encouraged and recognized at the policy level*
d. In general, every effort should be made to make the
career development statement as realistic as possible. Although
it is recognized that such a statement is intended primarily
for future use, disparities with current and past practices
should be kept to a minimum if cynicism on the part of long-time
employees is to be avoided; "sugar coating" will do more harm
than good. For the most part, the draft statement successfully
avoids this pitfall, but we would question, in this respect, the
references on page 7 to travel for geographers/cartographers as
an aspect in their development to Senior Cartographers. nee feel
that the disparity with current and past practice is so great as
to make these references inadvisable unless qualified.
e. See page 2, first sentence. We doubt that D/GP and D/GL
are "staffed mainly by geographers." We suggest that this
sentence read "in general, the work of each of the four divisions is geographic in nature, yet the specific duties and functions...
f. See page 2, final sentence. We feel that flexibility
increases rather than decreases above GS-11, due to the broadening
effect of the individual's developmental experiences up to that
point. We also suggest that the last half of the sentence be
amended to read, "...and transfers are not necessarily related
to substantive specialization."
g. See page 3, second sentence of first paragraph. This
sentence should be revised to eliminate the present implication
that librarians and cartographers are not "well-trained Geographic
Area personnel."
h. See page 13, (3). We feel that, ,insofar as possible,
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the specific Chapter IX and Sections 19 to be coordinated
should deal with the individual analyst's regional assignment.
We also feel that other projects (other than NIS), as well as
inter-office briefings, often provide excellent opportunities
to practice coordination and make contacts. We further suggest
that excellent training in coordination could be acquired if
each new analyst entering on duty in D/GG would spenda pecified
time with the appropriate Procurement Desk in D/GL. This
afford opportunity to (1) practice coordination and make contacts,
(2) learn which of the mapping agencies in Washington hold various
types of maps, and (3) become familiar with State Department
terminology and iuties to make acprAttaces. This ocurement trip,wasld
be advantageous
suggested elsewhere in the statement.
i. See page 12, item (1) (e). We suggest that this sentence
be expanded to include "..,outstanding regional courses on area
of specialization and in systematic courses in other disciplines
directly applicable to IJ/GG responsibilities, with the object..."
This is offered with the thought that, as a result of constant
contact with regional matters in our daily work, our need for
regional courses is perhaps less than for some good basic courses
in anthropology, oceanography or other disciplines that may have
direct applicability to our work.
j. See page 14, item b. (1). This suggests that deputy
branch chiefs have been or will be definitely designated
point
branch. ate consider this to be an important
should be carried out as soon as possible, although to the best
of our knowledge practice in this regard is not presently uniform
throughout the Division.
3. In summary, we feel that the basic philosophy of the Area's
career development policy as reflected in the draft statement is funda-
mentally sound and practicable. The comments in paragraph 2 are intended
to strengthen the statement within the existing framework. No major 25X1A9a
revamping is considered necessary.
Distribution:
Orig, and 1 - Addressee
1 - GG/F
- Chrono
D/GG/F: :pbc/529/(18Jan)
25X1A9a
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