SUMMARY OF THE INSPECTOR GENERAL'S STATEMENTS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP64-00046R000100010008-4
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 4
• Document Creation Date: December 19, 2016
• Document Release Date: July 25, 2006
• Sequence Number: 8
• Publication Date: January 1, 1960
• Content Type: SUMMARY

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SUMMARY OF THE INSPECTOR GENERAL'S STATEMENTS
As we understand it, the Inspector General's Survey Indicates the chief
purposes of a career service in this organization to be: (I) A means to advance
Intelligence as a profession,, (2) A means to assure the selection of capable young
people, and (3) A means to train and prepare the right individuals for top Jobs for
both the present and future.
Membership in the Agency Career Service recommended by the Inspector
General would be conferred upon all who are now members although the organiza-
tion of the present twenty-six services would be changed to five services. Career
Staff membership would be determined by a Board (to be described later) with the
assistance of the Career Service Boards and Panels. Membership in one of the
new services - the Intelligence Career Service - would be limited to "the hard
core of professional intelligence officers. " These officers would be selected
according to the categories of posftions they held including "collectors, collators,
evaluators, analysts and interpreters of information for whom there is no other
work than Intelligence." The reasons given for restricting membership in an
Intelligence Career Service to this one group are given in the following terms:
(1) It is a group, readily distinguishable from Agency employees
whose positions are similar to those elsewhere in government.
(2) It is a group for which long-promised additional benefits can
be justified.
(3) It is a group which can be disciplined by its career service
In such a way as to generate the desired esprit de corps
and give meaning to an Intelligence Service.
To achieve the goals described in the first paragraph, the Inspector General
proposes the use of some procedures which are now in use, some which must be
modified, and some which must be introduced. Specifically, he recommends:
(1) The establishment of a career service divided along occupa-
tional lines (Administration, Clerical, Technician, Specialist,
Intelligence, and possibly a Communications Service separate
from the rest.)
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The taking of additional steps to overcome present
disadvantages of Agency employment and to compensate
or the abnormalities of security serviee?
The improvement of performances of present employees a!
all levels by grouping them into three categories and motile'
toting TleCtSii?krT.: action or f.:!:eirelopment of them accordlbag
to suggested guide lines. (The categories: (a) Those who
are inadequate for the position occupied and have no
potential., (b) Those who are inadequate? but he potential
tor improved performance tlerough developnicot? and (e)
Those who are adequate for these positions and have
potential for growth throarj2 development.)
(4) The eventual stepping up of the junior professional
recruitment pt ogi arr
4,5) The initiation of course of training _and developmerel,
? possibly five yeaes) for junior professionals prior to
admission to the intelligence Career Service (rr to some
other more apprcpriate service for a given individual.)
Satisfactory cempletion of this training would confer
Career Staff stittwi upon the individual
The e tabliabrnent of a CIA Career Development Board
reporting to the OCI to assist in career matters theougb
making policy tn the career fleld,, giving idance D Heade
or career services,: and directing the implementation of
e general career development prOw-ara for all employees
at all levels This would eNirentually result in. the eliminstion
ee;the. LJAGas,-CJ and, tbe, LeipeeifeeelertT
should be noted that althosigia: the Career Development Board
would monitor the trainAlkg of junior professionals and deiermine
their assigronepts to .atipropriete career s vke. io refereece
:la made in the Y'ekporrt, of the entry-on-day procedures tor
67ezher kinds of employees, )
Tae txansfer of the tiesponsibilities of the Selection Board
gnd Examtnirkg Par,e)-s to the appropriate Ileads of Career
Servitees,
The ericoura
e
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of the pew order?
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