CONTINUATION OF MILITARY PHASES OF THE JOT PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP64-00046R000200090001-9
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 6
• Document Creation Date: December 15, 2016
• Document Release Date: December 4, 2003
• Sequence Number: 1
• Publication Date: April 1, 1957
• Content Type: MF

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AL.MORANDUM FORs Deputy Director 8 ppo
SUBJSCT
1 APR 1957
Continuation of Military Phases of the JOT Program
fte,YaLNCES I (a) The 'GIs Report of Survey of the JOT Programa
dtd 2 Feb 1956
(b) DD/5 Memo to DCI? dtd 21 Mar 1956, subject,
"Comments on IGts Survey of the JOT Program"
(c) DD/8 request of 5 December 1956 on the subject
of this memo
This memorandum contains 4 recommendation submitted for DD/8
Suoh recounendation in contained in paragraph 4.
2. In his report to the DCI of his survey of the Junior Officer
Training Program, the Inspector General recoramended that Agency sponsor-
ship of the military service of draft...eligible JOTa be terminated (Ref.
(a) page 17). In your memorandum to the DCI on this survey, you pro-
posed that the decision be postponed for one year, at which time you
would re-evaluate the progress of the Program and make appropriate
recommendations (Ref. (b) pegs 3)4 The DCI oonourred in your proposal.
This report is made in response to your request of 5 December 1956 for
my recommendation on this question.
3. The attrition rate among OCB JOT* upon completion of their
active duty is relatively high, but I believe that them losses are
offset by a number of advantages, including:
a. Through this program the Agency is able to recruit maw
able employees_ who otherwise would not be attracted to CIA.
b. Those who remain with us after completing active duty
are of very high quality and represent a substantial gain to the
Agency.
c. All do valuable work while with the Agency, and those who
remain are well prepared, through training and work experience,
to carry on in responsible assignments.
d. experience in the Program will motivate some who leave
her to continue their education or to try other work, to return
r to CIA.
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AIME-Nita
SIGNED
N.ATT44* FAIRD
irector of Trainiro
?
afeC
/
The recommendation in paragraph 4
ipprove:,
-Lex
Signed C. P. Lodi.
Away.- nut= --------
4ybiDirector of Central Intelligence
a ,957
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A ACHMENT NA"
1. The basis for the Inspector General's recommendationto
discontinue the military components of the JOT Program was the ap-
parent high attrition at the time when these officers completed their
tours of active duty. No reference, however, was made to
a. The value of the Program as a device for recruiting very
able employees who otherwise would not be attracted to employment
with GIA.
b. The high calibre of those who oontinue Agency employment
after completing their active duty.
c. The possibility the, with more careful selection and bet-
ter program planning, the attrition could be reduced.
d. The value of the work done while on board by those officers
who leave the Agency.
o. The possibility that, having been well
who leave to continuo their education or to try anot
work may later return to CIA.
f. The desirability to the Agency of having umni As
sociatiorz" composed of able men who know and believe in the min-
ion of the Agency and whoo es civilians, may be available for
service in or in au rt of Agency activities,
2. The attrition rate for this group has been high and will
probably continue to be above the Agency average. Although the Program
has been in effect for nearly six years, complete figures are available
only for those who entered during the first three years. Itimm engaged
in this Program remain with us for about a three-year periods therefor;
the last three "elassee are still in eariousikages of service') It is
to be noted that these men were recruited daring the period of the
"Korean Incident," which coincided with the rapid expansion of the Agency
when recruiter* were less careful than they now are in making promises
to prospects and, in some eases, did indeed "sell" the Program as an al-
ternative to the draft and combat duty. This situation haa now been
reversed and relatively few men other than those highly motivated for
government service are interested in the OCS Program.
Abreakdown of the figures for the OC/JOT Program for those
entered in the years 1951, 1952, and 1953 (see Table A) shows:
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AT ACEMENT "AN
d. JOT' who did not remain after their active service have
made very substantial contributions while on duty with the Agency.
(See Table C)
e, and f. Many of those who have left have =preened great
interest in the mission and work of the Agency. Some have sug-
gested the possibility of later return; others have discuesed
covert activity with offices of the Clandestine Services; still
others have expressed their willingness to be useful to CIA it
their new capacities. It alai well develop that not a few of
these men will rise to positions of importance. At a later date,
their early association may be of great value to 01A. The value
of such men as "Alumni" must be determined by experience; it is
desirable at this stage of the Agency's development to include
these able people in the "Aesociation."
4. In effect, the JOT Program serves as a proving ground in
which we hope to stimulate able young people to enter career employ-
ment, Any young person with high ability will discriminate carefully
when choosing a career. Such motivation and discrimination can be
made in favor of CIA only after E0D. In general, the OCS men are
about three to four years younger than the veterans. It is inevi-
table, then, that if we employ high calibre young people-, the attri-
tion among this group will be higher than among less desirable or
older employees. ihis fact fa characteristic not only of CIA but is
ale() true in industry, husineae, and other government servicee.
5* It is also emphasized that officers in the various Armed
Forces are detailed to the Agency for a tour of duty after which
they return to their parent services. Their value to the Agency
'while serving with tis. is not affected by the fact that they eventu-
ally leave tie.
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ATTAC
Total EOD
Did not complete the
Program (all reasons)
Left Agency employment
after active duty
temained with Agency
Ten men who left have entered institutions of higher
on and three continued in Government Service.
3. Comnents are now made on those considerations not mentioned
in the report of the Inspector General* The lettere introducing these
items correspond to those in paragraph 1 above:
a. The Office of Personnel reports that it is far easier to
recruit men in collage or graduate school than at the time when
or lust before they are completing their active duty. In the lat-
ter case, most of these men have made their plans* Furthermore,
they are more difficult to reach and to screen in advance of inter-
view. The military authorities are often less cooperative than
college and university officers.
be The list of those who accepted CIA employment after active
duty includes many who already are being groomed for important
duties. The lead time gained in preparing them for these duties
is of considerable importance* Emphasis is placed on the fact that
without the OCS Program, we would not now have on board, mach less
well trained, such men as those named in Table B.
o* With greater experience, better recruiting practices, and
refinements in administration such as an expanded testing program
and being able to bring candidate* to Headquarters for pre-employment
medical examination and interviews, it is felt that selection pro-
cedures have improved* Furthermore, the inclusion of Army ROTC
officers in the Program provides a longer period to work with these
men and hence should reduce attrition.
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