COMMENTS ON INSPECTOR GENERAL'S SURVEY OF THE JUNIOR OFFICER TRAINING PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP64-00046R000200090003-7
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 8
• Document Creation Date: December 19, 2016
• Document Release Date: November 21, 2006
• Sequence Number: 3
• Publication Date: January 1, 1956
• Content Type: MF

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A
MEMORANDUM FOR: Director of Central Intelligence
SUBJECT: Comments on Inspector General's Survey
of the Junior Officer Training Program.
1, This memorandum is for information only, unless you
disagree with the action I propose to take.
2. With the exception of a few points which I shall comment
upon, I concur in the findings and recommendations of the In-
spector General's survey of the Junior Officer Training Program
dated 2 Ii ebruary 1956. Broadly speaking, I agree that the de-
velopment of this program has been a significant accomplishment?
and that its success clearly indicates the desirability of a gradual
expansion. I shall take the appropriate action to accomplish this
expansion.
3. My principal point of disagreement with the report is in
regard to the so-called Phase II of the proposed expansion, which
calls for later consolidation of the Office of Personnel and the
Office of Training in order to centralize all aspects of career
management. There is certainly no question as to the necessity
for close collaboration between the Office of Personnel and the
Office of Training in regard to the Junior Officer Training Pro-
gram, and in terms of this Program alone the proposal undoubtedly
has merit. But this activity is only one small part of the total
programs of these two offices, and would not in itself justify the
merger of a number of incompatible units and functions into one
central office. I propose not to move in the direction of organi-
zational change, but rather to ensure that closest possible collab-
oration on this Program takes place between the two offices.
4. Specific recommendations follow, with my comment:
Recommendation (p. 4): That the Director of Training
be commended in recognition of the significant accomplish-
ments inherent in the growth and success of the JOT Program
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FIDE
SUBJECT: Comments on Inspector General's Survey
of the Junior Officer Training Program
from its inception to its present status as the first effective
career development mechanism in the Agency,
Comment: I have commended the Director of Training. A
copy of the commendation is attached.
Recommendation (p. 4): That the DD/S instruct the
Director of Training to prepare an Agency regulation defining
the purposes and objectives of the new expanded "Career
Management" Program (formerly the JOT Program), estab-
lish its scope, and define Agency responsibilities for its conduct
as outlined in Section III. C., Page 14, of this survey report.
Comment: The need for an Agency regulation is recognized,
and the Office of Training has initiated its preparation.
:Recommendation (p. 4): That, subject to approval of the
recommendations in this report, the Director of Training pre-
pare a written brief for these consultants which will define
their functions in detail. These instructions should be sup-
plemented by specific briefing at the next Washington meeting
of the consultants. (See Page 15)
Comment; Concur, The Director of Training will collaborate
with the Director of Personnel in working out a written brief
for consultants.
Recommendation (p,_5): That the Director of Training
and the Director of Personnel jointly establish uniform written
standards to govern the recruitment approach to prospective
employees. (See Page 16)
Comment: Concur, and action has been initiated.
Recommendation (p. 5): That the DCI direct that Agency
sponsorship of the military service of draft-eligible JOT can-
didates be terminated; if such termination is not approved,
then Agency recruiters should be given precise and decisive
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L
SUBJECT: Comments on Inspector General's Survey
of the Junior Officer Training Program
instructions that such sponsorship is not to be considered
as a reward for accepting Agency employment. (See Page 17)
Comment: Do not concur that sponsorship of military service
be terminated. It is recognized that mistakes have been made
in the past, but measures have been taken which I believe will
prevent their recurrence. In order to make a final determina-
tion of the amount of profit to the Agency, I propose that the
military part of the program be continued for one year, and
then re-evaluated. Recruiters will be given precise and de-
cisive instructions that such sponsorship is not to be considered
as a reward for accepting employment.
Recommendation (p. 5): That the Director of Training,
place increased emphasis on the selection and recruitment
of non-Caucasian trainees for inclusion in the Program; such
action to be predicated on clearly established prior require-
ments. (See Page 17)
Comment: Concur, I believe we should proceed cautiously,
but the recommendation is sound and we shall move in this
direction.
Recommendation (p. 5): That the DCI direct the estab-
lishment of quotas to govern the recruitment of career trainees
for each of the three major components of the Agency, i, e.,,
DD/P. DD/S and DD/I; such quotas to be directly proportionate
to the professional attrition rate of each component. (See Page 19)
Comment: Concur that quotas should be established, but I do not
see that they can be other than broad estimates only. Because of
the long time which elapses between recruitment and final place-
anent, the identification of specific requirements and detailed
qualifications is most difficult. However, I agree on the desira-
bility of bringing in the maximum number of professional per-
sonnel, and shall make as specific estimates as possible in line
with the aims of the program.
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SUBJECT: Comments on Inspector General's Survey
of the Junior Cfficer Training Program
Recommendation (p. 5): That the Director of Training?
on the basis of factors gained during the conduct of the Program
thus far, establish a maximum period of training with the option
of extension to accommodate training in unusual foreign languages
or specialized area orientation. (See Page 21)
Comment: Concur in principle, but some flexibility is neces-
sary. Steps are being, taken to fix specific periods and programs
for categories of trainees. The essential point is that JOTs
should be retained on the roster only as long as they are bona fide
trainees, and this will be adhered to.
Recommendation (p. 6): That the Director of Training and
the Director of Personnel jointly develop written tentative fore-
casts of the professional personnel needs of each of the three
major Agency components and that these forecasts be used insofar
as possible to govern the future recruitment of JOT candidates
for an expanded career development program. (See Page 26)
Comment: Concur. These forecasts will be developed in cons
nection with the establishment of quotas.
Recommendation (p. 6): That the Director or Deputy Di-
rector authorize an increase to 200 positions of the 100-position
T/O now authorized the JOT Program to accommodate the in-
creased number of trainees, and that the current arrangement
for the temporary double slotting of career graduates be con-
tinued. (See Page 26)
Comment: One hundred additional positions could not be filled
at once. To avoid an artificial situation, I plan to authorize
additional positions as they become necessary. The Director
of Training and the Director of Personnel have been instructed
to recruit JOTs without regard to ceiling.
Recommendation (p. 6): That the present T/O of the JOT
Division in OTR be increased by five positions, three individuals
of professional grade to be selected one each from the offices of
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SUBJECT: Comments on Inspector General's Survey
of the Junior Officer Training Program
the DD/S, DD/P and DD/I on the basis of their experience and
knowledge of these components and the remaining two to provide
necessary clerical support. (See Page 27)
Comment: I propose to authorize additional staff positions as
the need is established and to consult with other Deputy Directors
to ensure that their needs are met to the extent the Program will
permit,
Recommendation (p. 6): That the present T/O of the Assess-
ment and Evaluation Branch of OTR be increased by two profes-
sional and one clerical positions to absorb the added work load.
(See Page 27)
Comment: As the program expands, I propose to authorize
whatever positions are clearly needed.
xtecommendation (p. 6): That the Junior Career Development
Program be terminated and its career development mission ab-
sorbed by the expanded JOT Program. (See Page 28)
Comment: Concur, and shall initiate the necessary action,
Recommendation (p. 6): That the present JOT Program be
renamed the Agency "Career Management Program" and the
new name be adopted by the present JOT Division in OTR.
(See Page 28)
Comment: Do not concur in the proposed renaming of the JOT
Program. The term "Career Management Program" will lead
to confusion inasmuch as all components are engaged in Career
Management and have "Career Management Officers" who are
in no way related to this program. At the present stage of de-
velopment, I do not see the merit of changing a name which is
just beginning to be well known in the Agency.
Recommendation (p. 7): That, subject to a reappraisal of
the effectiveness of Phase I by the Inspector General, further
expansion of the Career Management Program be considered.
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SAL
SUBJECT: Comments on Inspector General's Survey
of the Junior Officer Training Program
a. Consolidation of the Office of Training and the Office
of Personnel into one central Office of Personnel and Training
to be headed by one director with deputies for its two principal
functions.
b. The creation of a Career Management Division in the
new office to assume responsibility for all aspects of the
Agency's career management function including recruitment,
psychological assessment and evaluation, consultation and
guidance, placement and subsequent career development,
(See Page 30)
Comment: Do not concur in the proposed Phase II, as stated
above.
5. In addition to the specific recommendations, the report
raises several questions for which it offers no specific solution.
It states (p. 28) that personnel already on duty should be given
equal or preferential opportunity to participate, but makes no
recommendation as to numbers, criteria, or policy. I concur,
and believe the merger of the JCD Program is a step in the right
direction. This program implements announced policy for en-
couraging and providing developmental opportunities for selected.
individuals by establishing criteria and procedures for their iden-
tification and selection. Increased participation in the program
should be encouraged at the same time as its merger with the JOT
Program is announced.
6. The report speaks of broadening the base of recruitment
to provide individuals for the lower levels (p. 25), but does not
reconcile this with the maintenance of the high standards which
have been fundamental to the success of the program. I interpret
these remarks to mean that the standards of selection could be
lowered to include individuals whose highest potential for success
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SUBJECT: Comments on Inspector General's Survey
of the Junior Officer Training Program
would lie in the middle professional brackets. However, I believe
our lower professional requirements will be filled by junior profes-
sionals necessarily working at lower levels in preparation for more
responsible positions. I propose to make sure that the expanded
program will not be broadened to the point where second-rate people
would be brought in.
.L, K. W BITE
Deputy Director
(Support)
Attachment:
Copy of Commendation
cc: 1 - DDCI
I - IG
1 - D/Pers
2 -DTR
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