THE STATUS OF THE AGENCY EQUAL EMPLOYMENT OPPORTUNITY PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP75B00380R000800030018-6
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 2
• Document Creation Date: December 12, 2016
• Document Release Date: January 7, 2002
• Sequence Number: 18
• Publication Date: March 4, 1974
• Content Type: REGULATION

Approved F oM e1easwAQQ2/Q1 /231 iC1A4RDR75W103&ORO'OO8
THE STATUS OP THE AGENCY
EQUAL EMPLOYMENT OPPORTUNITY PROGRAM
1. On 30 January 1974, the Director of the Office of
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Management and Budget addressed a memorandum to the DxTC c't'ti'r"""`
of Central Intelligence on the Agency's 1975 budget. One
paragraph, critical of CIA's Equal Employment Opportunity
Program, states:
"As you know, the Administration is committed to
equal employment opportunity for all Americans.
Recent indications of increased Agency interest
and effort in the EEO area, such as the upward
mobility and worker-trainee programs at NPIC,
are encouraging. Nonetheless, the Agency's over-
all EEO performance has been disappointing in
comparison with other Government agencies.
Within the allowances set forth in this letter, you
should provide the financial and staff support
necessary to initiate and vigorously implement
programs which will measurably improve the
representation of minorities at all levels and
women at the middle and upper levels of the
Agency. I trust that you will give such programs
your strong personal support."
2. The Calendar Year 1974 CIA Affirmative Action Plan
for Equal Employment Opportunity states as an important part
of the DCI's EEO policy that the top level managers of the
Central Intelligence Agency believe in the principle of equal
and fair employment opportunity for all employees irrespective
of race, color, religion, sex, or national origin, and are
determined that the Agency will practice equal and fair employ-
ment opportunity. Headquarters Regulation 20-20b(3)(d) revised
to back this policy up in performance evaluations as follows:
"Rating officials will evaluate supervisors annually
on their performance in equal opportunity areas
such as identification of personnel with potential
for advancement, especially members of minority groups
and women, maximize utilization of personnel, and
participation in upward mobility programs."
CIA's EEO policy is therefore clearly stated and the regulations
have been revised to ensure. that supervisors follow this policy
and are rated on their EEO performance. In spite of these
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advances the OMB Director's memorandum is correct in stating
that the Agency's overall EEO performance has been disappointing.
I would in fact term it unsatisfactory. Starting from our
present low base a number of steps must be taken to improve the
record.
3. Despite increased efforts by the Office of Personnel
and representatives of the Directorates, only four black pro-
fessionals entered on duty in the first six months of FY 1974.
Recruitment by individual Agency units to meet specialized
office, division, and staff needs must now augment Recruitment
Division efforts. In addition all employees are urged to
interest black acquaintances in applying for Agency employment,
especially at the middle and upper levels.
4. To move black and women employees to higher levels we
must give greatly increased attention to upward mobility programs
and internal and external training that will increase skills as
well as potential for assuming greater responsibilities. It
is every supervisor's responsibility, but especially that of
office, division, and staff managers, to plan and implement
upward mobility and special training programs for black and
women employees who are dead-ended in their jobs but who have
the potential and will to learn and gain new experience thereby
enhancing their opportunities for advancement.
5. To ensure that all Agency supervisors are trained in
EEO programs, procedures, and complaint processing, the Director,
OTR coordinating with the Director, EEO, will increase in-house
EEO instruction. In turn, managers at all Agency levels must
require and make arrangements for their supervisors' attendance
at both OTR courses and the excellent three-day EEO courses
offered by the Civil Service Commission.
6. To ensure that all Agency managers and supervisors are
taking positive steps to improve the Agency's EEO position, the
Inspector General, coordinating with the Director, EEO and
supported by the Director of Personnel, will review the EEO
ratings of a representative sample of the fitness reports of all
managers and supervisors and on a quarterly basis report to the
DCI on the quality and realism of the ratings. Equal Employment
Opportunity in the Federal Government is not only the law, it is
the only way to ensure the continuation of the Agency's mission.
Financial and staff support necessary for a vigorous program is
available. However, all employees, and in particular supervisors,
are the key to a successful program. It is the responsibility
of each and every CIA employee to do his and her part in improving
our present performance.
W. E. Colby
Director
DISTRIBUTION: ALL EMPLOYEES
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