QUARTERLY REPORTING ON PERSONNEL PROBLEM CASES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP67-00134R000200050003-0
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 1
• Document Creation Date: December 15, 2016
• Document Release Date: August 6, 2004
• Sequence Number: 3
• Publication Date: June 16, 1965
• Content Type: MF

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Approved For Rely 2004/08/17, : CIA-RDP67-00134R000050003-0
SE a ._?f .41 ~
J jG JUN 1965
MEMORANDUM FOR` Director of Central Intelligence
THROUGH . Deputy Director for Support
SUBJECT : Quarterly Reporting on Personnel Problem Cases
1. This memorandum submits a proposed directive for your approval
and signature.
2. In accordance with your request, the proposed directive requires
all supervisors to report on a quarterly basis the presence or absence
of any problems of employees under their supervision which may bear on
the individual's suitability for continued employment in the Agency. These
reports are to be forwarded through administrative channels to the Deputy
Director or Head of Independent Office concerned. Only "positive" reports--
those reporting significant information--would be forwarded to the Director
of Personnel. "Negative" reports would be retained in the component for a
period of one year and then destroyed.
3. By reference and incorporation into the proposed directive, you
would be endorsing and continuing two previously issued directives in
this area. The first of these is a directive establishing the Personnel
Evaluation Board and requiring the reporting of suitability matters to the
Director of Personnel. Second is a directive requiring the Director of
Personnel to report to you on suitability cases in which he finds evidence.
of supervisory failures.
4+. There is a danger that this new reporting system may be misunder-
stood by a few over-zealous. supervisors who in an effort to be conscien-
tious may turn the preparation of these reports into something of a "witch
hunt." In any Agency such as this, where "suitability" is of such extreme
importance, it is difficult at best to draw a line between proper super-
visory concern in an employee's personal affairs and "snoopervision."
There is also a danger that employees may themselves misinterpret the
purposes of this reporting system or the manner in which it is implemented
and that their fears will adversely affect morale. It is suggested, there-
fore, that before issuing this directive, you might wish to discuss your
general views in this area with the Deputy Directors so that they can in
me c o s
irector of Personnel
Approved For Release 2004/08/17 : CIA-RDP67-00134R000200050003-0
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