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December 9, 2016
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August 16, 2000
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Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 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. SOWN& Approved For Release 2000/09/08 : ClIGUSI*7?2611601,6fia00400140016-2 Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 SMUT 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. Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 25X1A9a Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 SECRET Security information 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. SECRET Security Information Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 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. 25X1A9a 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. g:ACIA DP I pproved ForemgiRgaineSereb 1hnrpl12 Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 SECRET Securitir Information 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? SECRET Security Information Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 SECRET Security Information '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". SECRET Security Information Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 Approved For Release 2000/09/%664A-RDP78-03985A000400140016-2 Security Information 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 SECRET Security Information - 2 - Approved For Release 2000/09/08: CIA-RDP78-03985A000400140016-2 Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 SECRET Security Information 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. SECRET Security Information ? 3 Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 - Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 SECRET Security Information 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. SECRET Security Information -4-. Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 SECRET Security information (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) SECRET Saourityinfasssition Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 SECRET Security Information 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. SECRET Security Information Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 SECRET Security Information 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. SECRET Securit7 Information Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2 SET 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. ? SECRET Security Information Approved For Release 2000/09/08 : CIA-RDP78-03985A000400140016-2