PERSONNEL DEVELOPMENT PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP75B00514R000100060018-1
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 6
• Document Creation Date: December 12, 2016
• Document Release Date: May 28, 2002
• Sequence Number: 18
• Publication Date: October 27, 1972
• Content Type: MF

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MEMO2.ANDUM FOR. Mr. 1. ckett
SURIECT
REFERENCE
0001000600 8-1
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DD8&TeZ969-72
Z 7 OCT 1972_
Pereoenel Developreent Prootan.
Menlo for Deputy Directors trona Executive
DirectoteCeeeptroller dated Z7 September
ranee subject
4
1. Referent rienorandugn outlieee Lee subject &ar of the proeeste
Personnel Developr.?,aut Pr:4r am that will oe one of the topics revie wee' .inz
an upcoming Deputies meetiag.
Z. The highlights of tele proposal appear to coaelat of the foilmvie
(a) Lach Career Service will review by the end of Novae:lb* 1
expected retirements in grades G3-15 through GS-17 during IT
1976 and identify ca.:eh:dates in grade's C5.13 aad above aa possible
replacement*. Although there are specified deadlines for follow/ -t
on this proposal, th.c taitial spateework AVOtgel be the most tinke..c.4*
for this Directorate. Oecii the respective Office Directors forwee ..
their proposals to you for review and approval the remaiei 111C.I4 c At 6
would be fairly routine - nowever tirne-consamieg for you.
(b) Each Career Service is to review everyone in grades GS-to
0.9-14 to determine the p.rocaotiona/ readiatas Of eacth ea:esti
advance one or n:ore grades during FT 1973 - 1976. Once identified
each office would develop isidiviiituel career pleas for those fan V
who appear to have the poteutial lee accelerated advancement.
(c) Each office would be required to estimate headroom that 17 iSh
available during the eeet three fiscal years and estimate prornotieeel
headroom ueeded in grades GS-11 tiarougla CS-14. The DDS&T Di rec a -a
is extremely forteaate in this reepect ie that headroom exists at
grade Level even though certain offices nave a current proolenIwJ
headroom at certain gre4 es.
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3. The machinery to adopt an aanual review in this Directorati otrath
exists in most offices. A few of the offices would be required to a4ed14 sec
formalise existing proceduree, but this :would not require ar: esteasive fn:
of eXiatiel procedures. A 61;taarary of what the offices are already -
contained in Attache-tent A.
4. Being a relatively nvi Directorate, DDS&T will not azkporie4ic:
large turnover of personhel at sentur levels during the next few years.
40).tta.chinesits 13. C. and D identify all mandatory retirements by Cale Lea ? 4141 a,
by grade, and by office through calendar year 1976.
5. There has been continuous ciecuesion withie the Agehey ior
years regarding career planniag, whether the plans be for one year oi hv
years. In is inarnOrartehan regarding individually tailored cartter preiva
the Director, OLL mentions that programs of this nature have beea tried :4;
many occaslous but nave not prOVet: very effective. The reasons are ;.eactlf
identifiable: fluctuating perseanel ceilings, claskages in operational requir,:.
rosr4s? and unexpected manpower losses. Tt.ie could become a sigoificiu:
problem wito the proposed prograin as outlined by the Executive Direetc
Comptroller's rnereoranduio of Zi Sieptenikeer 197Z. The problem with
long-range personnel prok;rar.-;s is toot once adopted, and known to Le
employee, they beeorre resistant to chalge. where** a yearly review
way of tliZnivating sorio preconceived notion, and biases that fade wit-, tie 4
and changes in the malea-up of panels. Moot of the offices within this
Directorate appear to have a workable arrangen,lent at this time arei *out::
appear to be raluctazt to go ill for losig?range personnel programs taoleroi
to individual employees. Thie alight beCOrAie a useful topic to disceee
your Office Directors.
6. The responses Irom each office are iecluded in the attached t-oice
with the roemorariclur:n from 114r.
Attachments
Distribution:
0 - Addressee
DDS&T Chrono
I - DDS&T Subject File
DDS&T Re ist
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0/DDSterfIliT E,02,19S2,h)CIA-RDP75B0051,4,1000100060018-1
DDS&T
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Attachment A
The following summarizes the responses from the Office Directors regadi
Leadership and Executive Development:
FMSAC
. Annual performance evaluation by supervisors.
Z. Annual updating of Career Enhancement Profile by each ernpl ay
3. Annual Career Service Panel competitive evaluation and ranklnir 3,y
grade group. This also involves a Panel judgment as to potential for alvaJ c -
ment. The FMSAC Career Service Panel makes recomniendatioas as .oliews:
OS'
(a) Cross-training within FMSAC.
(b) Priority lists for Senior Service Schools.
(c)
Priority lists for Agency and Directorate training.
. Annual ranking of all office professionals, GS-14 and below.
Z. Bi-yearly re
of professionals and clericals for CSI consi
3. After recognizing corners, training courses are suggested.
4. Placing unusually young (early 30's) officers in branch chief psfo.s.
5. 081's program to develop future leaders follows two distinct pat! _
First, 081 is attempting to develop leaders in science or technology by ,coi
attendance in science and engineering courses, attendance at professional
meetings, and the assignment of work that will place the individual in -Are c
contact with scientific and technical leaders in the United States. Tne one nth
approach involves the training of potential managers through more forinal
managerial training and experiences, either within the Agency or at selecie41
external schools.
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OSP
1. Annual competitive and ranking review of professionals. A4
important criteria consideration in the ranking exercise is potential, wh;cit
addresses itself to career development. This annual review:
(a) Identifies individuals for promotion.
(b) Proposes training courses to either overcome known employe
weaknesses or to prepare the employee for additional responsibiliti.
(c) Identifies individuals for rotational assignments within OSP
strengthen substantive knowledge or broaden th.e employee's back-
ground of OSP functions.
Z. Follow-up interviews are conducted to monitor the employee's
adjustment to OSP, to appraise job satisfaction, and to apprise individLaIe
of training available, job openings, and promotional opportunity.
SPS
SPS is suificiently small so that the questions of leadership and executiec
development can be approached on a very personal and knowledgeable has
However,
1. A Career Service Panel has been set up to consider all career
management matters sucn as training, reassignments, rotation and prot.oie.
This includes the identification of individuals who have demonstrated tn., ..flty
to assume positions of increased responsibility.
Z. In addition, we have a continuing review by the Support Office_ t
consider training and rotational opportunities that might assist in the delft Icp-
ment of future leader's.
0
I. 0R1)'s Career Service Panel considers all activities relating
careers of employees in grades GS-10 through GS-14.
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Z. There currently exists an CLEW Competitive Evaluation aae: Pi
Policy to identify career prospects sac planning in individual cases.
3. ORD places great emphasis on a strong txsining prograa. for
employee* to overcome tile problev. of obsolescence of scientific Laat44
1. The Office of Computer Services conducts aa annual review e -
one la grades G$-11 *Ad above. A Panel has been established to cotoi -
promotions. training requests, and career deve/oprneat.
Z. OCS is attenlpti.is tt) ereaden tau knowledge of its employees tir
traiaing and rotational sieeignment* outside (XS.
OEL
1. OLL conduct* au annual competitive ranking review oi all cal es .sts
in grades GS-09 through GS-14.
Z. Individual training requirements are evalus,ted and updaten .131
officer progresses througu the Vliti01141 ptlaSell of ais career.
3. Considers training aa iategrai part of career development ax... ?) 4 It
the same planning and foresigat as is given to the identification 4 ausii.i
4. At the end of every cateaciar year, GEL careerists, waselser -J
field or Headquarters, complete a reassig.eir.ent questionnaire for rar..?2 ..14k140
to the career anaeneut peed's.
1. 84.1211..anncareer JOALA'Ci meetarb.6 *nal revit.twe OSA persoa.i.E-.1
promotions, training a.id reaseignments.
Z. Periodic meetings are held Sli4es1 peremenel matters neec i4riLz
atteation.
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