COUNSELING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-05244A000200080005-3
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 1
• Document Creation Date: December 12, 2016
• Document Release Date: May 1, 2002
• Sequence Number: 5
• Publication Date: February 14, 1975
• Content Type: REGULATION

S E C R E T
Approved For Release 2002/05/14: CIA-RDP78-05244A000200080005-3
1.4 FE E
SUBJECT: Counseling
A. GENERAL
This notice establishes Career Counseling Policy and Procedures
within the Office of Finance.
B. DEFINITIONS
Career counseling is that periodic counseling conducted to provide
career enhancing direction, to praise achievement, and to discuss
deficiencies and remedies, and equally important to keep in touch
with employees at all levels.
C. POLICY AND PROCEDURES
1'. Immediate supervisors are responsible for counseling employees
with respect to on-the-job performance. This responsibility
is normally accomplished on a day-to-day basis and in conjunction
with the presentation of the annual fitness report.
2. The chairperson of the respective career panels, in concert with
panel members, is responsible for identifying those careerists
to be formally counseled by the Executive Officer and/or the
Administrative Officer.
3. Employees are invited to request counseling at any time. The
Director and Deputy Director of Finance as well as the Executive
and Administrative Officers will make themselves available upon
request.
4. During a counseling session and in addition to discussing future
plans, assignments, training, problems, and deficiencies, the
Careerist may request and be provided with information relative
to his/her standing on the Competitive Evaluation Listing.
5. Counseling Services are also available through the auspices of
the Office of Medical Services. Arrangements for personal,
professional counseling can be made, on a confidential basis.
6. Counselors take into consideration Fitness Reports, performance
characteristics, background of the employee and any other
pertinent considerations in order to be in the best possible
position to praise achievement, discuss deficiencies and remedies
and provide career enhancing direction.
25X1A
Director of ,.'nance
Approved For Release 2002/05/14: CIA-RDP78-05244A000200080005-3