REPORT OF ACCOMPLISHMENT -- CIA CAREER SERVICES PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-03985A000400140016-2
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 13
• Document Creation Date: December 9, 2016
• Document Release Date: August 16, 2000
• Sequence Number: 16
• Content Type: REPORT

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25X1A
GONAINHIli
Security Tat()relation
Report of Aocomplichment - CIA Career Servi' *es Propos
1, Honor Awards
a? NalkgagAILMAILIdd (Propose)
For distinguished achievement providing a senior deooration
for award to any individual who has made an =Wending important
contributiaa to U. S. intenigenma either in the United Ste=
or tirSrsaitst, It le envisaged that this decoration would be awarded
only for valor or aehievement of such a nature ea to be Glaser
outstanding, A draft of en Ezeoutive Ctrder under Presidential
authority vu eubtitted to the Bureau or the Budget 34 November
1952 by the General Comee3.?
b, maw of Freed% (ft-established and Authorised by Executive
Order 10336 dated 4 March 1952)
CIA flegu1atio4111111Wated 11 titsy 1951. For a meritorious act
or service which:
"(1) Has aided the United States in the prosecution ewer
against an mew or enemies
"(2) Ras aided aAy nation engaged with the United States
In the prosecution of a war against a oommon enemy or enemiesp
"(3) During any period of National Enemmenegdeelared by
President or Congress to exist, has furthered the interests of
the seourity of the United States or of any nation &Mod or
associated vith the United States during such period, and for
whiSh act or services the award of any other 11. S. nodal ar
decoration is considered inappropriate. "
ee Ignitriar?Ottga
In carrying out the principles of siege administrattsn as estab-
lished throughout the Federal Service by the Congress and the Civil
Service Commission, the C/A recognises loegyvity or length of servioe
by granting in-grade salary increases such as are avail:ibis to all
persons who come under the Classification Act or 1949. Such
recognition is who317 monetary and wholly automatic provided perfur-
manes has not been deolared unsatisfactory and without public
expreesion. There is a wide use by industry and Goverment of systems
for recognition of longevity that satisfy the universal need that
persons have to receive for the approbation of their fellows. Be.
cause of security probaems raised by the use of unclassified and
uncontrolled recognition, emblem or devices, eertain criteria must be
applied to a CIA longevity award.
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Seourity Ts:formation
e. kaaggaitzjamds (Continued)
(1) It must be capable of wide publieity within the Agencr.
and must identify the individual to his immediate *tulle or
colleagues and associates.
(2) It must be wholly controlled within the premiess of
the Agency and not exploitable outside the Amoy.
(3) There must be tangible *trait:ail syddence of its
existemose
Oggepts4 fosint of reognition are as follows:
(1) A Classified Ageney'lliotice listing persons who have
achieved stated length of service.
(2) A device that remains Agency property until the
individual separates from the Agency.
(3) Suitable recognition of the individualls service at
an Ageney Meeting.
Sumested Dries
A reeommendation has been submitted for a devioe such. as
a Slack Onyx Pen Set with: a plaque bearing CIA Seal (or
awropriate design) indicating individual and service,
? The following personnel at thia office have presently qualified and
have boon eabmitted for the longevity sward having completed ten years
of servioe as of 1/01 June 19521
1.
2.
3.
5,
25X1A9a
The following personnel have recently qualified and their names
been submitted for the longevity awards
1,
2.
3.
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2. The CIA Honor Awards Board . The Board will be composed of
three Agency Officials appointed by the Director upon recom-
mendation of the CIA Career Service Board. The Personnel
Office and the inspection and Security Office will furnish
non-Noting advisory representation to the Board an a contin-
uing basis. Each votini member will serwa a twelve month term
with successive new members appointed each four months. The
C/A Career Srviee Board will provide Secretariat rapport.
Responsibilities;
a. Ensure that the details of the program are brought
to the attention of all /gamy Personnel.
b. Develop standard* for awards, procedures for
recommendation and determination of such awards,
C. Reviews Investigates and forward with recommendations
to the DCI all honor award proposals.
d. Provide a central point of record for control
purposes.
e. Arrange for Agency announcements and presentation
of awards.
16. Forward to the DCI recommendations for awards to
CIA personnel by other government agencies.
g. Undertake such additional responsibilities as may
be assigned to it,
3. Hazardous Baty Pay plan - The Working Group has submitted to the
CIA Career Service Board a draft of the proposed CIA Regulation
entitled "Additional Pay for various types of Eztra.Hazardous
Duty" Pending receipt of further instructions the working
group will concentrate on internal review and refinement of the
proposed plan.
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TRAINING.PROPOALS
Procurement and Supply Office
1. The Training Office at this time offers a number of courses which
although they do not specifically apply to this mission of this
office, provide a means of acquiring administrative perfection and
information necessary in ?accomplishing the pricipee assignment.
Ooursea and instruction available cover the following subjects:
Typing
Shorthand
Piling
General Adeinistration
2. This office has not fully availed itself of the above opportunities
not for lack of interest but because of never ceasing shortness
of personnel and reluctance to release, a natural consequence: thereof,
deadlines and work loads having first priority.
Lt.
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Affirmative actior must be taken at some point, it is therefore
preposed that some concert of agreement be reached by this office
that despite the yresa of business requirements a sacrifice of the
services of some yersonnel be made for reasonable periods of time
such as in the case of clerical personnel attending classes- one or
two hours a day and in the ease of professional personnel - one or
two weeks for full time attendance of covert edministrative coursege,
There is a universal recognition of the need for increasing or broad.
ning the efficiency of Professional Personnel. One means of accom-
plishing this is through full utilization of available educational
facilities. To this end of the Training Office has
agreed, after study andvestigation to submit to this office a list
(:?11 apprppriate ample available in the area and has offered the
services of his office toeompiete whatever arrangements are necessary
for attendance or enrollment of such personnel as this office designates
in schools or courees of our choice.
25X1A9a5. 11,11111suggasted that in addition to the efforts of his office
e Procurenent and Supply Office avail itself of its various
contacts in the Supply services for the location or availability of
pertinent Logistical ins ruction being currently offered by these ?
services.
6. Investigation and utilising an existing and established system for
On the job training and education.
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as in the Area Elvisions and the Coordination and
Requirements Staff could possibly promote a better
understanding of the problems and requirements of
both offiees mid increase, as a consequence thereof
cooperation and accomplishment,
b. Rotation by Toon ? Particular slots are set up for this
purpose which are allotted to the CIA Caner Service
Board and which are set aside in varying umbers tor the
different Agency Offices. The purpose is to take care
of cases where a uSwepo of personnel is not made, 'where
for example this office recommends the temporary
assigtuatut of an individual to anothe,officep No slot
has been set aside for the Procure:mil:and Supply Office
consequently it is recommended thatl request be sub?
mitted to the CIA Career Service Board for one.
76 It is proposed in the intommt of developing an intetnal Training
program for the Procurement and Supply Offices that either of two
suggested means be considered:
a The establishment of MO position on the T/10 of each Div?
ision which will be specifically utnized as a Training
Slot and which mill be established at such a grade as to
provide promotional opportunity, This in all probability
will mean the utilization of an existing slot and not
the acquisition of an additional //0 position?
b, The utilization of RV number of slots on the ficverseasw
T/0, as training slots with the establishment of grades
Lor them to provide promotional opportunity. This is
consistent with the purpose of the establishment of this
particular T/0 and meets with tentative acceptance by
Classification as discussed with AS it 25X1A9a
now stands the I/0 provides neither job titlea nor grades
for its positions, Incumbents occupying those slots
provide a constant morale problem to the offices for they
are in effect frozen in grade consequently denying incentive?
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'tar ATMS
1. The objectives of rotation for the Apanpy are as follows:
a. A more effective and more economical utilisation of the Agency's
manpower.
b. A method of improving the selection and broadening the experience
of individuals to serve in key positions.
c.? The cultivation of an esprit de corps based primarily on the
reward-formerit principle.
2. The objectives of rotation ,reaft...inAladsinal, are as follows:
a. Assisting him to do his present job more effectively by:
(1) Increasing his knowledge in his field.
(2) Providing him with new skills, techniques and methods of
performance.
(3) Improving his ability to plan his work and to direct and
supervise others in it.
CO Increasing his understanding of the necessary relationships
of his job to those of collateral and higher echelons of the
Agency.
b. Preparing him to undertake jobs of increasingly greater responsi-
bility commensurate with his growth potential by:
(1) Broadening his understanding of the objectives of the Agency
and its mission.
(2) intensifying the development of his planning, managerial and
supervisory skills.
o. Providing him more opportunity to find the field in which he does
best.
d. Removing him from a "rut".
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3. In order to provide a terminology that will promote a common under-
standing of rotation problems, the following definitions have been
adopted:
a. Ilatstign: The process of systematic designation and redesigna-
tion of an individual to various kinds of duty and training for
the purpose of improving his capacity to serve the Agency.
b. Itagallm: The process of removing an individual from the rolls
of one Office and his concurrent addition to the rolls of another
Office. This process is independent of the process of rotation
though it may be a consequence thereof.
c. Sxchanse: The process of rotating an individual by placing him
temporarily under the operational control of another Office in
return for another individual similarly attached.
d. The process of rotating an individual by placing him
temporarily under the operational control of another Office
without reciprocity, or of attaching him temporarily to an
activity not a part of CIA.
e. AummaximAttiewa: The administrative unit of CIA on whose rolls
individuals with rotation assignments are carried and under whose
administrative control individuals remain Irrespective of where
attached.
f. AggejAng_gragg: The administrative unit to which individuals
being rotated are attached and under whose operational control
individuals remain until they are returned to the Sponsoring
Office.
4. Principles which are concerned in the process of rotation are as follows;
a. .tezegonaljesastal: In general, any individual who has been in the
emtaby of the Agency for a period of two years is eligible for
rotation. Rotation of persons who have been on duty forless than
two years would be the exception rather than the rule.
b. Poal,tiensovered: Any position within the control of the Agency
to which the assignment of personnel will serve the objectives of
rotation is regarded as covered by these principles, These include
executive, operational, intelligence, technical, administrative and
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training positions, either in the field or at headquarters, within
the Agency or with other public or private agencies or institutions.
kb Orme Comet: The classes of individuals covered are inclu-
sive rather than exclusive. The professional or technical
activity of a given class of individuals nay, by its nature,
limit the job-type groups to which members of ouch a class will
rotate.
d. itarmajbargagsuLIgne_a_pdx: Each individual rotation period
may vary but will not be less than six months, and will probably
average between eighteen and twenty-four months. Thus, &rotation
assignment et the National War College will run some ten months
while a rotation assignment to a position overseas may well run
twenty.four to thirty months.
e, 42egesmajjapagi1onLtelltdi1e: As a matter of principle,
acceptance of a rotation assignment is compulsory for persons who
intend to make a career of CIA employment. Any, individual or
Sponsoring Office, or Receiving Office, may, however, show cause
why a rotation assignment shall or shall not be carried out. The
reviewing authority (the CIA Career Service Board) shall in such
cases Make recommendations to the appropriate Deputy Director whose
decision. shall be final.
f. Ababgetratiziagutrel: Individuals with rotation aseignments will
remain on the rolls of the Sponsoring Office and under its admin.
istrative control for promotion and transfer purposes. The Sponsor-
ing Office will pay the individual from ,home office funde at his
home office grede.
g. 91agtidaga4..20.1=1.: The individual being rotated will be under
the operational onntrol of the Receiving Office for the duration
of his tour of duty with that Office, dewing Which period Pereonnel
Evaluation Reports be prepared by the Receiving Office and
forwarded to the Sponsoring Office.
b lAVMs
Assignments given to individUala being rotated Shall. generally
commensurate with their abilities, keeping in mind the purpose of
making the specific assignment. Rotation Loan Slots (See Sechedule
Bo attached) will be allocated to Offices to maintain flexibility
in effecting rotation where exchange ot approximately equivalent
personnel in not practical.
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1. ateogatuo,..: Promotions and other changes in grade *hall
remain under the control of the Sponsoring Office. The eligi-
bility of the individual for promotion shall not be prejudiced'
or overlooked by reason of his statue as an individual being
rotated.
pion of It is premature at this time to
formulete a policy covering the duration in. years during which
period the individual .is subject to rotation policiee, or to
attempt to prescribe an arbitrary age limit after whioh rotation
policies will not be applied.
k. agtaebentorjaeoutee: Divergence of views between Offices or
between an individual and his (Office) Career Service Board which
cannot be satisfactorily resolved between the parties shall be
referred in the first instance to the Secretariat whiCh will
review the case and forward its remendation to the concerned
(Office) PareerService Board(s). In the event the recommendation
of the Secretariat is not accepted, the case shall be referred to
the CIA Career Service Board for disposition.
Intra-Office rotation
policy shall be get by the Office Career Service Board within
the framework of policies presoribed by the CIA Career 4:crime Board.
Z zI4
policies prescribed by the CIA
rotation will be nased largely
between Offices which will, set
rotated, the expected duration
pertinent facts.
: Within the framework of
Career Service Board inter-Office
on a series Of bilateral agreements
forth in each caee.the person being
of his assignment and sal other
5. There ere two basic types of rotation as follows:
*. Rotation terbutamkjv
(1) The Exchange procedure authbrises Office Boards *o negotiate
the "swapping" of two persowwhen it hes been judged that
rotation is the best method of broadening their experience.
This procedure will be. used when the two positions in question
are of corresponding responosibility. Respective grades of the
positions or incumbents need not be exactly the same.
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(2) Individuals being rotated will be under the operational
control and supervision of the Receiving Office Board.
? (3) The Receiving Office Board will outline to the individual
the responsibilities of the new position.
$2.141.0-14.421211:
(1) The Loan procedure authorizes an Office Board to recommend
the temporary assignment of an individual to another Office
without receiving anyone in return or to recommend his
asaignment to outside activities fox' the purpose of broadem..
ing his knowledge of his field.
(2) Rotation slots, allotted by quota outlined in Schedule B,
attached, will be available to Office Boards. These slots
will be allotted by the CIA Career Service Board and will
be 'open" positions to accommodate any grade.
The Receiving Office Board will outline to the appointee
the responsibilities of his now assignment. The appointee
'is '"on loan" to the Receiving Office and will therefore not
tie up an authorized T/0 position'. He will be assigned to
a logical unit in the Receiving Office's organisational
atineture.
Appointees will be under the 4a:rationa3. control of the
Receiving Office Board.
(3)
(4)
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LOGISII:CAL PERSONNEL RESPONS/BILITT
Procurement and Sexily Offios
1. The Career Service Board, PSO, mognises the need for the development
of plans whereby the responsibilities of this office for carryitig out
the careen* service program as it *Mots employees in logistical and
associated occupational positions of operettas elements overseas and
in the United States may be
2. At the present time, hammer, this office does not participate in pre..
paring and recommending tables of organisation nor in the selection of
slotted personnel except those within the established organisational
structure of the PSO. While this office has wade an Informal agreement
with the DD/P to accept for rotation logistical personnel upon their
return from foreign duty, an adequate basis does not edit for planning
and implementing this and other related responsibilities of the PSO?
3. Accordingly, it is roommraended that a coresittee.of the Career Service
Board, PSO, meet with the representatives; of the Career Service Boards
of the appropriate operating elements of the Agency to develop mutually
satisfactory arrangeaents on the following
a. Collaboration between the operating element and the PS3
in orgardnational. planning and the preparation of tables
of organisation viten logistical or positions of a profes-
sional. nature falling within the purview of this office
are involved.
b. Final reommendations as to organisational structure
and staffing requirements for logistical personnel
to be subject to the concurrence of the PSO before
submission to the )D/A for approval.
st. Initial personnel for all logistics positions to be
selected by the P30 (administrative control, of such
personnel, howevor? to be exercised by the office
concerned).
cl. Any official ch:anges in status of the incumbent per-
sonnel to be =eject to the concurrence of the PSO?
e. Upon completion of tour of duty, the PSO to furnish
the relief.
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fe Determination of the placement of the pereonnel
vacating these positions to be made by the PSO
under the program of the Career Service Board of
this office.
4. The procedures recommended above are in line with prevent% practices
in other administrative support elements of the Agency, including the
Comptroller's Office. Medical. and Personnel. Their adoption by the
PSO is essentdal not only to the effective implementation of the Career
Program, but in the interest of strengthening adminiptration of the
logistical support activities.
S. In the recommendation of the foregoing course of action it was con.-
sidered that existing structure* and eatablished courses of action
and procedures should be utilized prior to any other considerations.
There are some points of view within the office which should not
be overlooked . specifically that the aforementioned objective be
accomplished through an adminiartrative direction through issuance
of a statement of policy from the DD/A.
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Seourit7 Infornatiozt
DRAFT
POLICY IN REGARD TO LOGISTICAL PERSO
1
1. The edssionermi reeponsibility of the Logistics Office is to prom,
cure, distribute, and account for Agency equipment and supplies;
provide tor transportation of personnel, equipment, and supplies;
meet real estate and oenstruotionneeds, except for securing apace
assignments through the General Services Administration in the
metropolitan area of Washington? D. C.; and coordinate and compile
forecasts of requirements for Agency logistical support.
2. In the accompliehment of its mission there is the associated respon?
sibility of the Logistics Office to judge the qualifications, selec-
tion, and training of personnel for assignments of a logistical or
associated nature throughout the Agency, both in the domestic and
field service and also in any operation of Agency interest.
3. The technical supervision and the technical responsibility for such
job categories which are defined as falling within the scope and pur-
vteW of the Logistics Office is assigned to that office.
Operational offices will coordinate such portions Or aspects of their
activities which involve, in a varying degree, functions of a senblance
bearing upon the assigned mission of the Logistics Office. ?
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