(Sanitized) CONFERENCE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-05939A000200050019-3
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 3
• Document Creation Date: December 12, 2016
• Document Release Date: May 28, 2002
• Sequence Number: 19
• Content Type: MIN

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1. The purpose of our meeting
is two fold; we want to
take a hard look at the Office of Personnel specifically, and Agency personnel
practices and procedures in general.
2. In the language of
"The Director of Personnel is responsible
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for the formulation.of Agency personnel management goals, policies, and
procedures. He provides leadership in improving the effectiveness and
flexibility of personnel management, assuring its consistency among the various
career services of the Agency while giving due regard to their differing needs".
If we are to accept the challenge of this charter, we must be ready to accept
its long-range implications, with a view to the obstacles that habit and
tradition have placed in the way of realizing the leadership required, and
a recognition that inventiveness is essential to a new approach to major
personnel management problems.
3. We hope to keep thel --]conference an unstructured one rather
than provide you with an itemized agenda of topics arranged in any order of
priority. We hope that we can establish logical priorities through a thoughtful
discussion of those items which we have presented. Consideration of some
items will, of course, lead us to others not mentioned here.
4. The following, therefore, lists areas of concern without particular
regard to any priority of importance. They have not been elaborated upon in
order to avoid any predetermined direction of discussion.
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5. At the commencement of the conference, it is suggested that the
conferees agree upon general areas of discussion to be followed in that order
of sequence which seems most logical to the group. It is requested that each
conferee give this approach careful thought prior to the conference.
6. It is essential that we look beyond the immediate area of interest
indicated by any of the items listed below. For example, an obvious question
of great concern will be that of reducing personnel losses found in the early
years of Agency service, particularly of our young professionals. This question
touches upon more than one program, many functional areas, and several managerial
concepts which have become a part of our accepted administrative machinery.
7. By the same token, many of the items listed below will be found to be
interlocking and it will be difficult to provide due justice to one without
considering others in the same context.
18. In no particular sequential order and without attempt, at this time,
to establish priorities of concern, the following topics have been suggested for
consideration:
OF GENERAL AGENCY CONCERN
1. A career development program geared to future succession years.
2. Development of a management potential evaluation system.
3. The establishment of promotion and assignment "paths"
within career services for specialists, generalists
and clerical personnel.
4+. The need for a program to tell young officers how it is,
i.e., the provision of accurate information on programs
of career management, career paths, "stepping stones",
selected development, etc.
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5. The establishment of a youth forum to advise the
Director of Personnel.
6. Central monitoring of careers of new employees in the
first two years.
7. The consideration of means to reduce personnel losses
found in the early years of Agency service.
8. The selection of not only the right number of people
but the right kinds at the right times, as specified by
the components in the context of their ceiling situations
and changing requirements.
9. The establishment of better systems and mechanisms for
improved matching of people and jobs.
10. Conforming TO's to organizational job levels and keeping
them current.
11. Increasing the pace of personnel movement where necessary
during the next five-year period.
12. Retooling current mid-career programs.
13. Ways and means of assuring a. smoother manpower input flow,
i.e., requirements, recruitment, initiating clearances,
effecting placements, conducting follow up interviews and
assisting management in resolving assignment problems
OF SPECIFIC OFFICE OF PERSONNEL CONCERN
1. The establishment of an Agency Employee's Center (see attached).
2. The establishment of a succession development program for
the Office of Personnel.
3. A review of the organizational structure of the Office of
Personnel.
4+. A review of significant ideas forwarded under the "A Look
At Ourselves" exercise.
Many of the topics listed above have come to us with considerable elaboration
by the suggestor. This material will be available at the conference. The items
listed have been presented in their simplest form in the hope that the conferees,
upon reflection,. will provide a variety of individual reactions for group
discussion. This is not a closed list; any and all ideas will be welcomed.
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