AREA AND LANGUAGE TRAINING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP62-00634A000200020005-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 32
• Document Creation Date: December 16, 2016
• Document Release Date: August 8, 2005
• Sequence Number: 5
• Publication Date: August 18, 1954
• Content Type: MF

WECT:
nfICE
a96ite
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Director of Central Intelligen
Area- end Language Training
CIE Staff Study, "Area and Le
(attached herewith as Tab A)
le August l94
Training," 2P. J 19f41.
TO recommend a erogram of action to equip the Agency leth areR an
trained persennel cennennurete with its needs.
2. FACTS REARING 14." T RoBLEM
See Staff Study, Tab A.
$VRPT1CNS
The effective DP,/ eerater needs to be eeuipped with three general types
of owledge or capahility if he is to be effective in terms of reliability of
oeerations and economy of time, motion nnd meney.
He sheuld be substantively or professionally oomeetent to carry out his
assignment; e.g., a scientific intelligence officer sheuld know his pro-
fessional field; a political intelligence ofJcer should be grounded in
nolitical science and international relations; a reports officer should
know how to write; etc.
He should be euelified in the field of intelligence; e.g., he should
meet intelligence oeeretional requirements.
He should been encugh knowledge of the lenguege and '.rert contertin
which he is to oeerate to enable him to aeply his professional -nd
intelligence skills in an effective, reliable manner.
ION
The ease
is recognized in
not admitted, as e
eerform assignments
y of professional comretence and intelligence training
qy. The essentiality of the third area of comeetence is
d by the deficiencies in euelifications of nersonnel to
the mietekes nrising out of these deficionciee.
b. Numerous studies ehesiee the necessity for more extensive area end
go training of Agency eersonnel. Meet notably, the Jackson Committee Report
that operations be curtailed to the extent necessary to make eossible
eder uste ree ration of individuals to perform the functions for which they are
responsible. This WS based on the aesumet5ons that more area apd 1njuage know-
ledge is necessary, and thet the Table of nrganieeNssunsipp.t ,need.
NO GNANGE in Class.
DITCLASSIFIED
Cla:s. CHL7CED TO: TS S C
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As.
firstThe assumption is as valid .now us it was- when first expressed, but the
second need not necessarily be taken for granted. If the Agency is to achieve
essential standards of perfermance, a cost in terms of training is, involved.
Some part of that cost--in ?clopls. and tins?must be at the expense of operations,
providing no Table of Organization akustments are made. The possibility should
not be ruled out, aowever, of minimizing thecost to. operations through T/O
adjustments and a more effective utilizetion of ealetang Agency resources.
What It needed is a plan for treining action, based on official recog-
nition that provision of appropriate language and ares knewledge is important
and must be provided. Needed too are indicataons of tams required to attain
objectives essential for various categories of personnel. These indications- are
supplied in the attached Tabs B and C. Essentaale of a plan to approach the
required objectives are outlined in the following recommendations. -
5. RECOWNDATIONS
a. That the Director of Central Intelligence issue a 8tateflleflt of Agency
policy for standard's of competence in the fields of language and area knowledge
for Agency personnel. (A suggested statement is attached as Tab D.)
b. That an at= Qualificateons Committee be organized and charged with
responsibility for defining the varying degrees of competence required of various
categories of personnel in order to Insure effective and efficient performance of
assigned duties, as arovided by the above-recommended policy statement. It is
suggested that, for the DD/P, such a committee be composed of the DD/a Training
Liaison Officers, a representative of the External and language Training Division,
Office of Training, and a senior official concerned with all DD/P Staff eersonnel
(both overt and covert).
e That a Training Plan be developed for each DO/P staff e loyee including,
in he type of recommenda Ions provided for in Personnel Evaluation Reports,
and that this Plan be the basis for programming recommended training, including
area and language. (Individual plans should be reviewed and revised annually, or
as unanticipated assignments are considered.)
d. That for the immediate present, the following trogmm be adonted for
nersonnel referred to therein*
1 Any rerson whose duty assignment involves working with substantive
materials pertaining to a foreign duty area shall complete en area
orientation course of not less than sixty-four hours either in the
Agency or at an academic Institution. Previous academic training of
comparable quality will be accepted in fulfillment of this reeuire-
lieut. Residence in the area alone will not be accepted for fulfill-
ment of the requirement. This requirement pertains to all professional
and clerical eersonmel at Headquarters and all personnel designated
for overseas.
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2. All neraons designeted for oversee.s eegnment shall receive
at least from sixty-four to one hundred atwenty-eight hours
of instruction in the language of the area to whichassigned
depending upon the difficulty of the language, or noa0066
fluency elnivalent to that of the average student who hes
completed this requirement.
components be authorized a Teble- of Organization inc
for treining of qualified eersons selected and re-co-
cerned for intenelve language and area training to mee.t the
of that camponent.
grem (Career Development Schelarship
development and possession by the ?''ined cadre of language and/or area see
'etered on an Agency-wide competitive
2...fied persona may be considered for this irogram. These
reined without reference to current assignments for future
they are most needed in the Agency. All eeisting Career
should be reserved for this eregram. Objectives currently
lets can be more than adequately met by provisions of Receme
; the proposed use of those slots sheuld result in their
bre of individual than at present in terms of aetitude,
r essential consideration.)
he OT recruitment program emptmoi. e the selection of a small
of tersone (number to be determined, Pny five annually) who have demon
aptitude and interest in international affairs or area studies, such
rsons becoming a part of the pr gram provided by Recommendmtion 1%, above.
h. That an incentive award erogram, reflecting but not necessarily c01,71 g
British intelligence program, be developed end derned by the DD/?, in col-
tion with t-Tilt to apply to all nersons developing language proficiency with
seonsorehip pessibly excluding persona who are beneficiaries of the
Development Scholarship 7rogrem.
That the External and Language Training Di ale of ')TR be authorized, as
ementation of the reeoesendations herein creates justification,increase
nt staff to include a maximum of:
(l) Eight Slavic language instructors (increase of five). d and
justification For this currently eeists do not depend upon above
recommendations.)
(2) Om Romance language instructor (Reed denendent le
f the policy erovided in Reoommendat.,on a.)
ene Germenie language instructor (Need deeendent largely uponcrea-
tion of the policy nravided in Becommendetinna.)
r T
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(4) Four area training officers to develop, coordinate, en6/or conduct
required area courses (Need and justificetion currently exist; do
not depend upon above recommendetiees).
(5) CM. linguistic scientist capable of developing a languge profi&snoy
appraisal program designed to determine:
(s) When standards of Agency policy have been met,
(1b) What types of language training nre needed be individuels who
possess some previous eeperience in the language concerned,
i,e) The extent of.pregress that hes been made in lenguage treining.
(Need and justificat!on currently exist, Activity is being cenducted
within limitations imposed upon available time of regular instructors.
A.systematically-ce-ducted erogram would immeasurably improve the cepa-
Witty of individuel components to provide effective asfienment of rere
sonnel, -nd would eermit economy in tine, man-pover and money.)
j. That the 1)1)/P euthorize '111 use, to a restricted and limited degree,
of persons e4.th language and teaching abilities reeuired to meet unusuel end
infrequent reeuirements thht cannot be economically met by eersonnel permanently
nrovided on the -YrR Table of Crgerization.
k. Thet, having been provided with the facilities recammepded herein,
OTR be responsible for nroviding the functions inherent in the foregoing recom-
mendWens.
le That the foregoing rece mdatiens be adopted with applioa io.
the Agency es a whole.
MATTHEW BeIRD
Director of Training
Attrte n
OTR: CBS Ibt
Distribution:
Addreseee - '41
DTR
ELTD - 1
I
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(IG
(L)'6
Area and Lenguaga Training r L
MEMORANDUM FOR : Director of Central Intelligence
SUBJECTt
I. PROBLEM:
e. To establish eoliay concerning area and language trrining reeeired by
Agency personnel.
te To develop a systematic control rogre of area and language studies
for Field and Headquarters neraonnel mithin the Agency.
2. FACTS HEARING 'I ME r"ROBLEK:
a. There is no Agenay-vide nolicy directive or regulation concerning area
and language training required by Agency personnel.
a. This eolicy directive makes no reference to Heed-uarters personnel, for
whom area end language knowledge is often of the utmost imeertance, and it is
only partially end sporedically observed with :resect to overseas personnel.
Area training condueted be the Area Divisions is generelly inedeeuate in both
scope and content. ro eyatemetic central rogress of area study are now being
conducted within the :kgency. Very limited We is being made of available
external Programs. These external programs, though the best available, are
unduly expensive and often lack snecific applicability to Agency needs. Lan-
guage training of good ruelity is conducted by the Iffice of Training but, because
of the restricted nature of the requirements laced upon the Office, the
Drcgrvm does net net the realistic needs of Agency personnel for language
competence. The facts are that not enough lenguagee are taught to enough
people nor are they taught intensively enourh to chieve the degree of
mastery hich many ene/eyees shruld have; end too much training is being
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conducted, at great expellee, in externalfacilities over which the Agency
has little or no real control.
d. There is general recognition-in-principle throughoutof
importance and desirability of area and language training, but a serious
k of convictien as to the indispensability of this kind of knowledge as part
e intelligence of ricer professional equipment. Implonriting action falls
short of expressed interest and intentions. For example, the Agency's
steted requirements for area training at non-CIA facilities during the current
fiscal year totaled 337 individuels, including 107 from DD/P, who would require
basic or advanced training for periods renging from a few days to a full year
or more, Dering the first nine months of this fiscal year a total of 36 per-
eons were actually put into such treining, including 6 frm MVP,
dee/ante 'reparation of Agency pervonnel in terms of area and Ian
ge places an inevitable ceiling upon the level of operational effec-
ich may be attained, and is reflected constantly AO a contributing
or In tames of operational weakness or failure.
f. The importance of area and language training has been recognized by
the Senate Appropriations Committee which stated, in its recent repo . 1541)
on the State Department aepropriatTon, "The Committee we concerned with testi-
mony to the effect that the Department has not sustained an adequate training
program In the fields of area and language speciellsation. Thie competency
is vital in the effective conduct of our International affairs."
3. DISCUSSICN:
a. The Piet is self-evident that persons engaged inforeign intelligence
activities should have a working knowledge of the countries and areas with
which they are concerned, including a suffiesient knowledge of foreign languages
to make possible the'effective? accurate performance of their missions. The
-
',tent and denth of the knowledge required will vary between Field and Head-
quarters personnel, with the tyre of employee, and with the nature of opera-
tional assignments, but some knowledge of foreign areas and languages is essen-
tial for nearly al/ employees of the Agency. Tet tr'- ining in these important
respects is seriously neglected.
b, Almost daily this Office observes the unpreparedness of the Agency
or* its mission where area 1:nowledge end language competences are essential
ffeetive, accurate operations, either overseas or at Headquarters. Persons
nue to be assigned abroad w'th little or no preparation in terms of a
cal understanding of the environnent in which they are to operate. In
anguages? even the common ones, the Agency is not adeouately equipped,
some languages we are totally unerepared to meet operational rweeirementa.
ircumstances constitute a serious weakness in the Agency's cepabilities.
It is seldom nossible to attribute an instance of operational weakness
entirely to one or another specific cause, but it can be shown that
ny cases where operations hnve gone badly or have failed, or intel-
s been faulty, too little or tee late, the lack of area and language
viedge has been present as a contributing factor. For example:
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Maw more oxar,lee exist to support the generel conclusion
operator can have only nertial success in his assignment unless he
the area in or concerning 'which he is to work, and unless he has among .
sential evelificetions a knowledge of the language commensurate with t
requirements of his job. It is unfair to the individual ane to the Interests
of the Agency to provide him with less.
d. On the other hend, there are a great nany examples of highly success-
ful operations in which the American erencloel or erinclpele involved possessed
an understanding of and the ability to communicate with their foreign associetee.
An instance, of current and potentially great future significance, is foetid en
a Phrlastere ceuntry where a nresently highepleced government official appears
to be well on his may toward becoming the next Chief of State. In very recent
years an Ageney emeloyee, who was thoroughly' familiar with the language and
culture of the area, worked extensively and successfelly with this official.
Net only were ialuable results obtained through the relationship of that time,
but a favorable orientation of the official toward the United States was
developed which may rroe to be of great -mnortance in future. It is re
reliably that one of the factors most imeortant in the American emeloyees
success, was his ability to deal with hie foreign erineleel on a ground of
common enderstanding and in a common language.
nd language knowledge are important in relation to erecnnel
11 as opeeetional effectiveness. All field personnel, including
ke a much BMTO effective adjustment to the overseas environment
eme prior knowledge of the area, including at least an intro-
, age, Their mental and physical health are benefited by
for the "cultural shock" involved in transfer to a strange
difficult environment. Perseenel turnover can be reduced by such
, resulting in substantinl fiscal econemiee to the Agency.
bleme of adequate area and language knowledge are serious nowe
e nrospect that they will diminish in future unless more
taken to meet them. 'al the contrary, they are likely to
e situation with respect to China erovides case in eint.
with the comnlex emblems cf the vast Communist China area. by
gees (i.e. through perieheral approaches) Is more difficult and
re skilled eersonnel than weld be reeuired by field activities
d on under conditions of nermal political recognition of a friendly
Wile the China mainland is the primary target, a second net of
rises in connection with the large oversees Chinese population
throughout s.uth and southeast esia and even in ceintries of the
misphere. A third set of erebleme rseuiring tbe attention of
eeedalenguege trebled eersonnel arises from U.S. reletione with
71Wonnlie. Government.
Indicates that personnel ansegned to peripheral -rens who
and letgesge training are often unevare of imeortant
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n the overeees Chinese cotnsinitiea and ere cut off fram iportant
111 me on Cermunist China through lack of knowledge of the
se neespapery in these areas often contain valuable information
elsewhere, and alien tr is],&tcrs cennot be relied unen to sift
pees tnformetion of the tyne needed. Frequently many of the
o are notentially most useful are unable to speak English, and
,re are stades secure enoueh to use in communiceting with them.
ne hes ehewee-end this is true of eemy other lengueges as
euslified otherwise, personnel who do not have e
nd lergeage studiee become hopelessly entargled in various
nese names so that serious errors and confusion are
renorting. For eoemele? in a Far Eastern area in very recent
years, a 17.. intelligence organization emumuleted extensive nersonality and
biographic data tiles, No ettemrt WAS made to organize the files according to
any etenderd system of romanizetion. Neese were listed in a vereeey of ways,
as reeerted, with the eventual result that it wee sometimes necessary to check
in as maze' As 1,000 "lace s to determine the data which the filen might contain
on a given individuel. Two neonle were sometimes oncepied for es mob as a
week on one nemeeeheek. The organization eed eventually to issue a checklist
of the verieus types of remanization in order to make the files usable. Systeme
atie organization would have nermitted a complete check in less than five minutes.
Pereonnel without a beckgreund in Chinese developments of the last few
are at e greet disadvantage in making sense out of reports, even when
may have been translated accurately into English, when they deal with the
fcal factions, military and olItiea1 leeders? secret societies, and other
personal end organize tionel names which are so numerous in Chinese Affairs. In
zecnnel it nerieheral eosts are able to make
contacts Meanly because they knew the language, end are soueht out by einem
who would net trust interpreters. Language-trined nersons alone are qualified
to handle letters and reports written in Chineee which cannot be entrusted to
alien tzenelators. In general, an area-and-language trained &floor-As able to
get closer to and have a better insight into the real feelings and thoughts of
the Chinese, whether oversees or in their own environment, than those who have
to speak thrrugh interpreters. This same adientage pertains when one is able to
read newseepers, reports, propaganda nemehletv and other materials in the lan-
guage in which it was :mitten. These advantages of area-and-language treined
personnel over those without such training hove been demonstrated by field
experience.
addition, thinese-sret.
A final point, of lcng-.range significance, is that current developmente
'mainland indicate thet English lengueee teaching is declining Tepidly,
t wherever Americans are again able to enter mainlend China, they will
a more hendiceneed by inebillty to eeeak Chinese than they were in the
g. The above rationale with respect
her countries and areas. The no
The Agency is little better e
respect to Indochina, Indonesia, Burma,
can be Preened to a number of
that we leek resources in
emperable situetions with
and other areas
of Southeast Asia, as well as South Asia and Soviet Centre' Asia. There is e
continuing need for more area end language competence concerning Eastern Europe
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and the Near East. In other words, we are bridle prepared aree-end-lenguege-
vise to meet current and future erobleme of the egence.
h. Why should this situation exist? Because operating offices 'lace
higher value on ceerateons eodev by an amateur than toporrow by a professional.
Because greeter emphasis is eleeed on getting "dope" today, than on inteeli-
Greece tomorrow. The situation is not unusual in which a Case Officer without
language fluency is eeeected effectively to organize, train and sunervise
agents, and to collect and report Intelligence reliably, when his associetions
are with a non-legeish-sesaking eopuletion wbeee languege he cannot understand
and whose culture is so foreign to him that he has no backdrop cf understanding
against which to view end comprehend the significance of the intelligence he .
may acquire.
I. At the present time area training is conducted largely in the form of
briefing discussions and suggested readings by the verious Area Divisions,
each for its own eersonnel, or through the medeum of ?eternal erogrems to
vhich limited humhers of employees are assigned. There is no middle ground,
and no prevision for centralised instruction in area subject matter of common
applicability, the ecommon denominators" of mrea knowledge which would be
useful to the majority of employees. A good language training program is
conducted within the Agency, which is supplemented by use of outsede facilities
in those cases where there are not enough students to justify development of an
internal pre gram. A fundamental difficulty with respect to area training is
that there is no agreed definition of the nature and extent of area knowledge
intelligence personnel sheuld eossess, and no firm Agency nolicy on required
area training to guide oeerating components in setting realistic training
requirements. Yet the Agency contain": a wealth of area experience, information
and materials which would be of great use In training, and our collective
experience with area training methods is good. The !Problem is twofold: to
bring about by !policy direction a recognition of the importance of area
training; and to aesemele and adapt the resources necessary to build a Food
training preeram. The problem with resnect to language training is largely
one of policy; a 7olicy directive is required which will bring about a
definition of the degrees of language proficiency employees should heves will
lead to the establishment of training requirements which reflect tho realistic
needs of the Agency, and the fulfillment thereof.
.1. A well-rounded area training program need not be overly elaborate. For
many employees a general descriptive knowledge of an rea may be sufficient
for present purposes. Others require knowledge in depth concerning areas of
particular Importance. Some need specialized treining in the economics,
politics, geography, etc., of 1 given country or area. Yet others require
thoroughing area and langtvge instructien. The training program, therefore,
should Include provision for: (1) individual orientation through guided self-
study; (2) area survey courses on a group bases; (3) courses In eeography,
ecomomico, !Politics, etc., of !Particular countries or areas; (4) intensivr, area
analysis, accomeanied by language study; end (5) extensive area-and-lenguage
specialization, involving use of external as well as internal facilities. The
provision of such programs on a centralized basis by OTR would be a valuable
and economical service to the Agency, and would not conflict with the reeoonsi-
bilities of the Area Divisions to provide seecielized briefings for their
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. Their briefings should be supplementary to, not in lieu of,
urees offered: by: CIT. Wherever poseible? language training should
nied by appropriate area
IONS;
h area and language
es of the Agency's mission.
g are of f
b. Present arrangements for area training are grossly inadequate, end only
a small fraction of the employees who require such training are receiving it.
The language training conducted by TAT is of good quality, but the program is
not adequate in scope and it doeennot,meet the realistic needs of Agency
nersonnel for language conmetence.
Present training efforts in both these fields are too dispersed,
ng in eeeessive costs and a training ror uct which often lacks seectfic
ability to Agency needs.
d. Both area and langeage training suffer frin the same basic difficul-
ties! a lack of conviction on the tart of Agency management as to their indis-
pensability in the proner equipping of intelligence personnel; a lack of agreed
requirements as to the degree of competence in those resneets needed bo eereon-
nel in various assignments; and the pressure of operational duties which makes
it well-nigh impoesitae for maw emeloyeee to devete sufficient time to training.
en The resources elist with which to correct ,resent deficiencies. What is
needed is (1) official insistence that emphasis shall be an aealitv of perform-
ance rather than eetent4ty; (2) determination of training requirements in terms
of mal, egeds of the Agency, and not in terse of the willingness of individual
components to allow neople to become nrenered; (3) institutions of procedures
whereby the Agency can develop, through training, persons to meet its needs.
f. With only a modest increases in staff and facilities, the Office of
Training can meet the Agency's training needs In these fields, and do so
ultimately at reduced unit costs.
g. In addition to providing for its own needs, the Agency ehculd build
superior area end language training pregrnme as a first sten toward achieving
the Inspector General's suggested goal of making nTR the Graduate School in
the Intelligence field.
5. ACTION RECI:MmENDED:
* That the Di etc of C mai Intelligence issue, a noliey s te nt and
di tive incoreoreting the fol wing points:
(1) The irtplinentation of the mission of the
Agency requires that all personnel not a
desired levels of competence shall receive such a
language training as is necessary for the effective
mance of duty.
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(2) App to standards of area and language knowledge for all
categories of employees will be defined by each =ler com-
ponent in consultation with the Office of Training.
All employees will meet these standards as a condition
continuing In their present pooltions or receiving fle
assignments.
The Office of Training will rovide training activit
required to assist employee
standards.
( Action to implemen (2), (3)?
continuing.
(6) An Agency-wide arogra will be initiated as a feature of the
general training nrogram, to encourage particloation of
especially qualified peraonnel in area and language training.
Fifteen Career Development slots and five junior Officer
Trainee slots will be reserved for such training essignments.
The program will he administered by the Director of Training
who will &stamen* areas of study, will eetablish standards
of participation, canduct and eelectiono nrovide academic
supervision, and recommend assignments on completion. Appli-
cations may be submitted to the Director of Training, through
appropriate office Heads, ba any employee of the agency without
reference to current duty assignment.
n meeting and maintaining the
(4) will be immediate and
( 7 )
Until standards have been finally defined, the foil wing
minimum requirements will be used as a guide:
(a) Amy erson whose duty assignment involves working
with substantive materials pertaining to a foreign
area shall complete an nrea orientation course of
not less than sixty-four hours either in the Agency
or at 811 academic institution . This includes all
professional and clerical neroonnel at Headquarters
and all nereonnel designated for overseas.
(b) All persons designated for overseas assignments shall
receive at least from sixty-four to one hundred and
twenty-eight hours of instruction in the language of
the area to which assigned, denending upon the diffi-
culty of the language, or noesees fluency equivalent
to that of the average student who has comaleted this
reauirement.
Headuartere personnel will be given reau red area and language
training as part of their duty assignments, and field nereonnel
will receive required trPining :Wore they deoart for oversees
assignments wherever possible.
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b. That the EXternal and 1engue Training Division be authoris
ts nomplementIan Area Training Officer for each of the four major
Aloe* duty it'vould be to develop and conduct required area courses; and
o additional secretarial positions be authorised to support these
ti
0. That- continuing reappraisal by the Office of Training
present use by the Ageney of external language training facilities;
that plans be carried forward to replace such activities progressively hy
internal Agency programs as the number of students becomes large enotrh to
4ustify such action; and that the support necessary to equip the External and
Language Training Division to assume the added workload be progruned in future
budget planning.
That consideration be given to the estatliahment of a training reserve
orm of a mbar of training posItions not committed to operational
and in additions to existing Career Development slots, to be assigned
ual Agency components (Offices, Staffs, Divisions) for training
to rake easier the selection and detail to training of those
who require it.
?THEW BAIRD
Dtrector of Training
0-Tic (it &T--1 eki-c h\ I LC-)
1-
)
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Approved For Releaseerleper16 : CIA-RDP62-00634A000200020005-1
ria ?It" "1 EYES ONLY
E T
ation used in the attached staff atudy, identified by
p*ragrapb, were obtained from the following sources:
4444111
3. (c) (2
3. (3)
(0) (4)
3. (c) (6)
Area: Headquarters
Division: External and Language
Training Divicien
Source%
Areal Indonesia
Source: Inspection and Review
Staff, Chief FE1=1
Areal Burma
Sources Inspection and Re vie
Staff
Areas Not Known
Source: Staff C . Verbal common
of Staff member; no file
seen
Area; Poland
Cases (CIA/PF)
Source: Inspection and Review
Staff
Areat
Cases
Sources
SECRET'
on a
EYES ONLY
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EYE
itS
WiliN Approved Ern- Release 2005/08/16 : CIA-RDP62-00634A000200020005-1
EYEkONLy
7)
(8)
3. (d)
3. (f)
SECRET
3. (f) Example
referred to in
paragraph "f"
beginning with
the sentence
'Tor Example, in
a Far Eastern area
in very recent
years Etc."
Areas Indonesia
Source: Inspection and Review
Staff
Areas Korea
Source; External and Language
Trainina Division, OTR
General Source for thi peregraph
is State Department (FSI) ateria1
especially secret memorandum 4
Edwin W. Martine Office of Chinese
Affairs, dated 2/13/53, "Need fdr
an Expanded Chinese Language/Area
Officer Corps."
Area; Korea
Sourest 74;xternal and Language
Training Division OTR
.A;my
Counter Intelligence
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SECRET
[YES ONLY
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Approved For Release 2005/08/1E ? IA-R0P62-00634A000200020005-1
C
proric e
not only
system and
supervision.
The foflowi
shed charts!
AC V T
IN
the amount of ti reqi&red to achieve a given degree of
ign language it is necessary to define in arbitrary terms
as of proficiency bat also the aptitude of the student, the
instruction and presence or absence of technical linguistic
1. The foil
general in nature.
stvelld be taken into cons iderati.on in using the
categories of proftelency are arb4trary and.
Category I: Stfficieut proficiency in speaking a foreign
lenguage to satisfy ordinary routine social-
travel requirements.
Category Basle familiarity with the structure of a lan-
guage with sufficient pro ismer in speaking
to conduct ordinary routine business within a
particular field. Sufficient familiarity with
the writing system to read simple material with
the aid of a dictionary.
III, Near native fluency and accuracy in speaking,
with sufficient vocabulary to nest any ordinary
requirements which do not involve the speaker
in a technical subject outside his rein speciality.
Ability to read nevspapers and documents with
United reference to a dictionary.
2. The languages covered are only representative
The grouping of the languages into four principal categories
end D of difficulty (time required to achieve a stated degree
iency) is again arbitrary. There may be a considerable degree
ion within each group. opinion also varies with respect to
anguages such as Vietnamese as to whether it shruld be included
p 11 or C.
There is considerable variation in the estimates on the amount
required to achieve a stated category of proficiency. The dif-
have been adjusted by tisplittinf the difference."
The time requirements are based on a system of instruction
se important aspects:
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6. There
has been over
and those with
lemr A titude"
t
the strue
who have native speaking fluency,
language through
the syMbolisation of language (the writing systsm
r the basic structure has been introduced.
dWrable variation in the aptitude of students which
ed in the dichotomy between those with "High Aptitude
Aptitude.' Students with what would be considered
not been conaidered.
7 te estimate has been made for achieving te IteM III pro-
ism, with one hour a day of instruction since there would be such a
nation. It is generally considered that any real degree of pro-
Jenny in speaking can seldom be achieved through classes that meet only
one hour a day.
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SEW
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LANGUOR OR LANGUAGE GROUP. (WMANGB AND GERMANIC
Psartuguesel, Gomm, Nadi* Norwegian, Umiak, Dutch
MIME A
or outs
Total time
orotict.ney
to uot ordinary
inane wtth-
it
a Particular rum,
Sufficient familiarity
with the writing *yet**
to read pimple material
with the aid of a dic-
tionary.
neciality. Ability to
and doct.'
monte 4th limited refer-
ence to a dictionary.
Months of Training
_ Rppuired
Riga
4
da
allot practical to achieve on an hour-a-day basis.
** Plus three months in part tine training and using the language, preferably in an area abroad where the language
is widely used.
SE
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Clean he of 1
(Time for drill with
or outside preparation not 1noIi1ed.
'otal time required for class and emp".1
glememtary stuely varies fron 2 to 3 1
times the amounts indicated below.)
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62-00634A000200020005-1
LAIGUAOR OR WOMB GROW
Russian, PoliO, Cseeh, Somber Delgarimn, 8inenian,
Greek, Persian, Hisiostani Indonesian
Category 8
o
guage with suffic bu-
1 proficiency in speaking ordin-
. 1 to conduct ordinary rout- oh
tine business within a Ido no speak-
1 particular field. Ben- or outside his om spool-
clout familiarity with the lalit. Ability to read
writing system to read almr$ newspapers and document*
ple materiel with the aid uritio limited reference to
days a week.
3 hours per day
**laws.
hours per day to full time, five
days a week.
*au
"15 mce.
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thatt
Class heave of tn.trueth* per day.
(Time for drill with records or tapas
or outside preparation not imeleded.
Total time required for class and sup-1
I lementary study varies from 2 to 3
times the amounts indicated below.)
flo
ti. CO11Zt c
'business wi
lar field.
Imiliarity with the writing
laystem to read simple ma
Iterial with the aid of a
h sufficie
la37 to meet any
requirements which do
involve the speaker out-
side his own speciality.
Ability to read newspapers
and documents with limited
reference to a dictionary.
Training
*530 mos
4 hours er day to full ti flee
*Not
us
el
otical to ac
months in pe.
languages requires a substantial
system.
a
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Class Uwe of
(Time for drill wi
or outside prepare
Total time required fo
plementary etudy varies from 2
f- 'mos the amounts indicated below.
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E I CIA-RDP62-00634A000200020005-1
LammA LNGUM* GROUP
Arabic, Dorman, ittelnesesep Thal
=Naar
foreign
efy ord
social-travel
uta.
; g
pro
t7
of a len-
tic lent
peaking
imply rou-
business within a
particular field. Sufft
nt familiarity with the
writing system to read sin-
ple material with the aid
of a dictionary.
do not
speaker outside his cwr
speciality. Abi
to read newspapers and
documents with limited
diction.
which
Training
per day fft*days a week.
2.3 hours per day five
he language, prefernbae in an area
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war
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Approved For Release 20
Theron
Ana ?nulllac
1:CIA-RDP62-017834A000200020005-1
S,
toni are based upon
ass
ign areas is essential for nearly all
b.
?Meeeserry area training will be provided to all owl
not already possess the dame of )cnowledge required.
. The ultimate training objective is to develop enough area-trained
pimple to meet not only current operational needs, but to consti-
tut* a reservoir of personnel who possess skill and wisdom with
rest to all foreign areas.
Area and language training go hand-in-band and should raver
possible, be nneWminken together.
I. recognized that area knowledge is acre generali
of precise measurement than is linguistic proficieney
sand methods of instruction may vary considerata
are general in nature; withia then thole is roma for any
variation or adaptations. Likewise, the coverage and periods cf
stied are intended to serve as guides, based on general experience
subject matter, rather than as fixed prescriptions
who do
typos of area training suggested have common *pone:ability to num-
ople, and should be conducted centrally, Area Divisions will eon-
responsible for erecialised briefings for their operational per-
SECREI
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tt?
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Tatroducto
teristies of a e
Orientatiou
- general descriptive knowledge of major
area and its peoples.
AVIdruattoil
a, Individualised guided self
preparation of papers?
Officer.
Area survey cours. on
visual aids, reading*.
Tr. 2L ilocTmla k kilang
All personnel, professional and cleric
duties involve working with substantive nate
area, or who are to be assigned abroad,
bits
readings, discussion, researe
sion of Area Training
: lectures, discussion, use of
basseat ReoulT104
Sixty-four?right,
aber Cepaideratiope
Should accompany beginning 1angtge training.
headquarters and field, whose
s pertaining to a foreign
Sitat
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5tURLI
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Anainto
Obleetivps
Eempreheneive ledge of a eotry or area, involving dm
physical onvirownent, history, patterns of economic, political
ioeial behavior, strength and resources, etc.) and internretag
offeet upon patterns of thought and action of environmental and inat u-
tional factors; the values, ideas and aspirations of the people, and the
ways they govern their conduct, etc.) with emphasis upon thorough under-
standing of strategic potential and intelligence significance of the area.
Alhagsajnstruction
a. Supervised individual study and researah; consUltation with
experts; preparation of substantial papers on aspects of the area.
41b. Area seminar on group basis; lectures, discussion, readings,
research, use of case study and problem-analysis techniques, preparation
of research papers.
kres rilr"nrihq 112Trsird
Executive personnel, Intelligence Officers, Reports
Senior Administrative officers, whether concerned substantive
or assigned to an area. (This is the level of training most desirable
for the majority of ;professional personnel.)
bunted Dm llesand
320 hours
Aka Congderations
Should be accompanied Ian
not already present.
if language competence
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Approved For Release 2 : CIA-RDP62.80634A000200020005-1
Ana Mutt
he d.gree required
economies,
ry or area, ehere gene
tipu
a, Ii4iyl4ual guided se -.study
*b Area seminar on group hail*
An persona roquIring e'-'eta11z.d Instruct
higgiatilitTihilaird
Thirty It hty hours
SECR
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Ug4/
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16 : CIA-RDP62-00484A000200020005-1
LigMa=
Broad knowledge and
way of life of a foreign peo
jalisatj
Ming of the total environment and
and control of the language.
WWI IlletnetWi
Integrated language and area Instruction at a university and/Or
field installation.
Ina at Personnel la
Train
Selected persons possessing a high degree of aptitude and rotiva-
whose operational assignments require export 3-alowledge of a country
or whose capability is great for providing, in future, a high
pee of area expertness for service anywhere In the Agency.
lagualsa Dal Reomired
One to two years of forl studyl plus at least 3 years of duty
assignment involving concentrated e and application of aubstau
knewledge pertaining to the area. Desirably, the second phase ehcild
include at least one year of residence in the area.
ilk= con
Ts. nn
Area and language studies concurrently.
aato
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F T
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460,,
TAB D
statenent of policy is suggested for issue
a means of implementing practices designed to
personnel poetess language and/or area
required for reliable and efficient fulfillment
dual and group responsibilities within the Agency,
sure that gradually the Agency develops a carefully
group of highly trained specialists in Taridtte
of concern.)
StiTEMIT OF POLICY
TiBY
E DIRECTOR OF CENTRAL INTELLIGFNCE
conduct of effective and efficient activitiesof the Central
Agency requires that all personnel possess certain defined
and language knrwledge.
2. All personnel not possessing knowledge
for their positions shall receive training directed at
required knowledge.
3. The Office of Training is responsible for ovid
uling required training, end for informing offices of the ava
of each training.
4. Individual components are responsible
tion of personnel requiring the offered traini
5. Ansightsig committee to be known as the Qualifications
will define standards of area and language knowledge for all categories
of employees. This committee will consist of the Chairman of the
Career Servioe Council (as chairman) and senior representatives of the
DO, the L)/P, the DD/A, the PO, and the CaTt. Working sub-committeee
will include appropriate Training Liaison Officer*.
6. As a matter of policy, all employees will meet these standards
as a condition for continuing in their present positions or receiving
new assigmmento. Fulfillment of this requirement within one year after
employment will be expected of all employees, except where the required
training Itself necessitates a longer time, Upon satisfaction comple-
tion of the requirement, the Office of Training will issue a certiricate
to the effect that the employee has met the established standard.
7. All prescribed training will be regarded as part (or all) of
an employee's duty assignment. It will be accompliehed as part of
normal duty insofar as such training is available during normal duty
hours. Uhere such training is available only at hours other than those
for normal duty, individuals receiving such training will be allowed an
appropriate amount of freedom from normal duty hours. (Overtime pay
will not be allowed.
SEC t
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e. ActIon to implement the fore
eoetinning.
9, until standards have been finally defined, t
minimum requirements mill be used. as a guide:
Any person whose duty assignment involves
ive materials pertaining to a foreign area s
area orientation course of not less than sirty-
n the Agency or at an academic institution.
training of comparable quality will be ac-
int of this requirement. Residence in the
not be accepted for fUlfillment of this require-
rement pertains to all prefessional and cle-ioal
edquartere and all personnel designated for
All persons designated for overseasassignment
at least from sixty-four to one hundred atwenty-eight
instruction in the language of the area to whichas-
depending upon the difficulty of the language, or possess
fluency equivalent to that of the average student who has com-
pleted this requirement,
ith a view to gradual development of a cadre of highly-
specialists in foreign affairs, the following two provi-
re made as a means for eartially implerenting the policy set
in.
lash component of the Agency, dcvn t and including the
branch level, will be allowed a fiveincrease over
its authorised Tb O to be used for assignment of nersons qualified
according to standards of the nffice of Training, to receive
intensive, fn11-4ime training directed at meting snecific needs
of the component concerned. Use of these positions, however, is
? not restricted to training in language and area, but may be Ised
also for training in fields of professional specialisatlon.
b. A Career Development Scholarship Program mill be developed
and directed by the Office of Treiring for intensive specialised
training for a duratien of one to three years of exceptionally
qualified personnel to be selected on an Agency-wide competitive
basis and to serve after training anywhere in the Agency that a
mood for such specialists exists. To nermit the conduct of this
ProgrWa, all present Career Development Slots and five Junior
Officer Training Slots (fon JoTts only) will be availabae.
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