INSPECTOR GENERAL'S REPORT ON TRAINING

Document Type: 
Collection: 
Document Number (FOIA) /ESDN (CREST): 
CIA-RDP63-00309A000100020006-8
Release Decision: 
RIPPUB
Original Classification: 
S
Document Page Count: 
3
Document Creation Date: 
December 22, 2016
Document Release Date: 
November 6, 2009
Sequence Number: 
6
Case Number: 
Publication Date: 
December 21, 1960
Content Type: 
MF
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PDF icon CIA-RDP63-00309A000100020006-8.pdf286.1 KB
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rr.iflr? z> D -5 6 0 -3YSj Sanitized Copy Approved for Release 2009/11/09: CIA-RDP63-00309A000100020006-8 21 October 1960 puty Director (upport) spector General's Report on Training The following cents resulting from our review of subject report are in the some order as relate to the items identified under paragraph 3 of the Deputy Director (Support) memorandum of 5 October. reference and point of departure for identifying and taking action an long-term training needs. There will undoubtedly be significant differences of opinion with respect to specific proposals, especially in the areas of capability, justification of costs, and emphasis on formal training as contrasted with work experience in the developmental process. The broad pattern as summarised on page 155 appears to be one, however, to which most can subscribe. The experience of the Audit Staff with respect to clerical personnel has not been that indicated by the Inspector General. There has been very little turn over and none in the past three and a belt years. It such misuse of clerical personnel as indicated by the Inspector Oeneral exists, there is need for reappraisal of usage and requirements, as well as reassessment of the clerical training program. It is my understanding that the AM Test is materially more difficult than the Civil Service Test. It such is the case, reeeaeamnent should include determination whether our requirements, in tact, justify the higher standards, or whether lower standards might not help in overcoming attrition and meet competition for clerical employees without sacrificing competence necessary to satisfy actual requirements. (2) Regardless of the soundness and capability of a training program, unless management generally recognizes and supports training as an integral, desirable and effective part of the development of personnel, partici. pation in training is likely to represent merely pro forma compliance with regulatory dictates. The proposed board is one technique which might be employed in the effort to improve the understanding and acceptance of the benefits of training, and creation of the attitudes and atmosphere Sanitized Copy Approved for Release 2009/11/09: CIA-RDP63-00309A000100020006-8 t Cann Sanitized Copy Approved for Release 2009/11/09: CIA-RDP63-00309A000100020006-8 3 there are many presently employed Junior V Also , middle grade professionals whose value to the Agency, as well as development, would be enhanced by at least the academic portion of the JM Program. These persona abould not be overlooked in our efforts to develop well rounded intelligence personnel. This recommendation appears to be well taken. In d be used to assure that the very beat fitted selected for careers in the tl functions of the Agency. line officers with ~~&%%-&~d erience in the operations of the Agency and its ex p e VT,. requirements in terms of caliber of personnel are beat qualified to judge the candidates in light of the practicalities of operations. l question whether outsiders with their limited knowledge of Agency operations would be in a position to contribute much to the selection process beyond a ratter academia examination of background and achievements. I feel that the Agency is equally capable of exercising this judgment and, in addition, has the advantage of doing so against a background of intimate knowledge of requirements and attributes desira, ble in the conduct of Agency activities. I oonour in the observations and recoeenezdations ive to the need and desirability ofmid?career e of understanding, and stimulating thought, The suggested sinar, by expanding aontscts, general and specific knowledge., increasing v WV- should im;rove these officers, enhance their potential, engender an U 4erite de Corps, and redound to the * benefit of the Agency and the Ooverz n (8) 1 concur in the recamsendaticn for a senior officer program. 2. No other consents or reccarmendatione in the report are considered pertinent or appropriate for Audit Staff cent. Chief stributions Orig. & 2 -Y Addressee Aud Staff Sanitized Copy Approved for Release 2009/11/09: CIA-RDP63-00309A000100020006-8