INSPECTOR GENERAL'S REPORT ON TRAINING

• Document Type: CREST
• Collection: General CIA Records
• 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
• Publication Date: December 21, 1960
• Content Type: MF

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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
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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