OBGI COMMENTS ON 'REPORT OF THE PERSONNEL APPROACHES STUDY GROUP'

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-05927A000100040004-1
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 2
• Document Creation Date: December 9, 2016
• Document Release Date: January 23, 2001
• Sequence Number: 4
• Publication Date: December 17, 1973
• Content Type: MF

Approved For Release 2001/03/03 : CIA-RDP78-05927A000100040004-1
ADMINISTRATIVE-INTERNAL USE ONLY
17 December 1973
MEMORANDUM FOR: Director, Central Reference Service
SUBJECT : OBGI Comments on "Report of the
Personnel Approaches Study Group"
1. I don't share some of the assumptions Implied in this Report,
and I wouldn't myself choose some of the recommendations made (which
one assumes are contained in Sections IV, V. VI, and VII). However,
QHGI can live with it. I suggest the DD/I seek more explicit recom-
rrsendations, but otherwise accept the Report without complaint and
proceed to making the best of it.
2. The Report implies the Study Group found Agency personnel
management to be a wasteland, but I don't think the DD/I should have
major overhauling to do. There will be new Directorate notices and some
new DD/I instrumentalities to carry out revised modes of employee
evaluation and development, but most of the task is a matter of consolidating
and formalizing existing practice.
3. The most useful approach might be for the DD/I to charge
the Professional Development Panel to work with DD/I Adrnin in
devising the specific policy and procedural steps required. These
would mainly Involve:
a. Basic Directorate instructions covering promotions,
personnel objectives, performance review, training, and
counseling.
ADMINISTRATIVE-INTERNAL USE ONLY
Approved For Release 2001/03/03 : CIA-RDP78-05927A000100040004-1
 Approved For Release 2001/03/03 : CIA-RDP78-05927A000100040004-1
ADMINISTRATIVE-INTERNAL USE ONLY
b. New procedures covering Career Service
Groups, career panels and their operation, grievance
cases, and exceptional personnel actions (priority
career development, problem placements, identification
of surplus positions or personnel).
c. Training standards to guide supervisors in
the initial orientation of personnel and their subsequent
advance to higher production and management responsibilities.
d. DD/I units and subject specialities suitable
for a positive program of intra-Directorate transfers
and tours.
4. The members of the Professional Development Panel could also
serve as the "Senior Personnel Resources Board" called for by the Report.
The Board would be supported (as the Panel I. now) by whatever Career
Service Groups are set up to carry out policy and instructions of the
Directorate Career Service. I still believe that there will be enough
paper work generated by all this to justify a full time and knowledgeable
Executive Assistant for the DD/I Professional Development Panel.
S. Alternative approaches abound in these tasks. The main
thing is to stay simple but demonstrate clearly the Directorate' a
concern with the quality sad development of its people.
STATINTL
Director
JOHN KERRY KING
Baste and Geographic Intelligence
17 Dec 73/sbc
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