REVIEW OF PERSONNEL OFFICE PROGRAM ACHIEVEMENTS - FIRST SIX MONTHS, 1953

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-05941A000100010004-8
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 22
• Document Creation Date: November 17, 2016
• Document Release Date: June 29, 2000
• Sequence Number: 4
• Publication Date: July 15, 1953
• Content Type: REPORT

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eersonnel Director
?
e
Researoh and Planning fAaff
eeview of Pereonnel effice Program Achievements - First Six
eonths, 1953
At the half-wae eark in calendar year 1953 it is appropriate to
review progrose made towards the objectives of the personnel pro -rain
for the year.
1. Agency eeeelations
Substantial achievement is evident in the_ developme t
of regelatery issuances. There has been developed for the
eersonnel faction of the CIA eanual a classification of more
than 50 categories within whichapproxImately 100 reeelatione
will be iatued,
Approximately o the reeulatione scheduled in this
framework have been forwarded from the Personnel Office for
Agency coordination and authentication prior to iesuance.
mother group of eqeal size is in the drafting or coordination
stages within the Personnel office. Of the remainder several
are awaiting policy decisions or nay be eliminated by adjust-
ments in the olansification of the Personnel aection of the
::,41nua1. Six are to be drafted outside the Personnel 4ff1ce.
A detailed statue report on the reeelatione project is attached
as Appendix A,
2. Personnel Director :lemorendst
The attainment of thie advanced stage in the personnel
regulatious project has permitted the initietion of a revision.
of the Personnel Director Aenorendum system_ to integrete these
issuances into the Pereonnel sectien of the Annual. A eorkine
claasificetion of the PDM' s has been made as a preliminary in
the drafting of instructions for the elimination of ohsolete
material end the ?Odin& of valid items for inolusion in their
appropriate flame' place.
3. .4andbooks
There has been developed for Agency inforeation and user
with proper integration into the 7eginea1 scheme, s "Ouide to the
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ireparation and Processing of Standard norm 52, request for
nersonnel Action% A nandbook entitled, "Low Your nosition IE
Classified in (LA", which is in the reproduction procecseshoeld
be of benefit in illuminating this frequently eirunderstood
phase of personnel management. An ieformational booklet "Pacts
for /embers of the Personnel Career Service" is reedy for die-
tribution to all employees to whom a "P'" Career eeeleglation is
assiened.
L. LiaLisification
eurtner activite in the cnassiiication field includes
the recent ininiation of an intensive standards writing projectu
in addition, with the diebandine of the group yorkine on develop-
ment of qualification standards, responeibility has been given to
CE for the direction ef a program whice includes the writing of
qealificatien reqeireeente as- a part of position deecriptions and
position standarde
5. neoruiteent
The extensive reductions in force endch have ter sore
time been proceedine in many federal aeencies have opened a vource
of clerical recruitment. Piles of employees of other agencies who
are so affected are being screened aid interviewing et eualified
personnel is continuing. Applicant infermation sbeete are noy
in use as a eeneral recruitment device to inform interested persons
concernine he security requirements for employment in this, 4)enc'i.
6. A.acellen
elle:agent acti . nave been facilitated by the COM-
pletion of ehe codification of velifications of Agency personnel
which enables the preparation of employee Quelificetion neeitteren
A system of successive followeup interviews by placement officers.:
with new employees hay been establisbed in order to aid in tne
eatiefactore adjustment of new employees and deterene any
auxiliary action needed.
? either' Pereonnel
A reeulation overnine the use of detailed eiliterepere
sonnel is now undergoing Aeency oloordination? When aeproved it
will assign to tee As-Distant Director (nersoenel) responsibilite
for procurement ef militare evrsonnel oversees, 46 well aa in
this country as at present, and will provide for identification
of positians moirtnz etlitare personnel on Taelee of erganist-
tion and for aseignment of military personnel to theee poeitions.
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5. Career Service
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In the areer Service Program procedures for the assi4n-
meat of Career Designations to Staff Ilmeloyees have -Leen ieeued
and an Agency notice on the subject published. I:otters of :7r.areer
eesignatione have been prepared and controversial cases identified.
9. i'ersonnel relations
A lontefelt lack in the enployee relations field, has 6een
filled throuifi the establianment of secure hospitalizatiOn ane:
ser6ical insurance pro rani available to all interested eeployeea
by memberainip in eroup hoepitalization, enc., throueb. the: Cavern-
Ana imployees eaalth essociation. Is:seance of nee ldentificatioe
cards to temployees alreadj meteoers of ;:l.ki?I? iu irt pro 821,13$ ?
tension of the proeram to overseas personnel is aeout to be under-
taken.
10. Incentive awards
0:neat stimulation, with correspondinr response, hae been
effected in the incentive Awards Proeraa through accelerated, eeepo
OC tee activity eel the use of eositive promotional techniqeeee
the second eix. eonths of the year it eeoulta be ceesible not
only to continue or cevaplete projects already well started or in eeir
final stages, but also to put increased emphasis on infomational
issuances of the handbook type, the jeprovement of ervleyee Oenefie
and services, the development of '.he 0areer Eervice roLree on the
basis or the Career. Lesieuations and thh eeneral refibeeeet and im-
provceent of all phaees of tee perecenel profram.
attachment
41111111111r (1'7 July 1953)
Distribution:
0 1 - Addressee
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Security Information
15 April 1953
HEAORANDUM FOR: All Division and Staff Chiefs
FROW Personnel Director
SUBJECT: Personnel Program for Calendar Year 1953
1, Attached hereto is a "Personnel Program" statement for calendar
year 1953. You will note that many of the plans and projects discussed
herein represent activities already in process,: A summarization of our
plans and projects for 1953 is considered desirable, however, in order
that all members of the Personnel Office will be aware of those matters
that we intend to emphasize during the calendar year.
2. It is suggested that the attached statement be circulated to
all members of the Personnel Office for their information and guidance.
Attachment
GEORpy E. MELOON
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1. GlITERAL
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}TWO/MEL OFFICE PROGRAM
CALENDAR YEAR 1953
a. There are three basic objectives underlying the Personnel Office Program
for 1953:
(1) To provide greater assistance to supervisory officials at all levels
in the performance of their personnel management responsibilities. Generally,
this objective is to be approached by making available to these officials
more and better written materials of both a regulatory and informational
nature, and also through more effective personal contact with these officials.
(2) To provide better service to Agency personnel generally, particularly
through a more effective and expanded program of employee services and benefits.
41110And?
(3) To streamline and further simplify personnel operations and procedures
in order that the Personnel Office may discharge its functions and responsi-
bilities with maximum economy and efficiency.
b. It is believed that the following will contribute to the attainment of
these objectives.
2. inrutomam OF REGULATORY AND INFORMATIONAL ISSUANCES
a. Regulations
(1) One of the biggest contributions the Personnel Office can make toward
the Agency's personnel management program is through the project which has
already been initiated for the development and publication of a series of basic
turdereonnel regulations. Lhen published, these regulations will make available
both to supervisors and Agency personnel generally the basic information needed
for an effective personnel program in CIA. The completion of this project has
a top priority in 1953.
(2) Another project, closely related to the above, involves the revision
of our system of internal Personnel Office issuances (PEM's) to make our
internal iseuances consistent with the new Agency system. Briefly, this will
involve changing the Personnel Office system SD that internal issuances can ?
easily be related to Agency issuances and filed with them in the Agency manual.
This project will Login as soon as the bulk of the Agency material is published.
Security Information
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b. Informational Iesuances
Another form of written material which will contribute significantly to the
limey personnel program is the infornational type of issuance. The followine
meterials are among those scheduled for publication in 1953.
25)(liat
(2) Handbook for Supervisors - One of the most pressing needs in this
Arency is for a handbook which will provide supervisory personnel with the V,
basic personnel manatement information they require to carry out their personnetAtert:
responeibilities. It will attempt to do for supervisors what the existing
Dmployeele Handbook does for Arency personnel genrarealy.
(3) Personnel Office File Strip - It is proposed to develop a film etrip eeiite4
iftwon the functions and services of the entire Personnel Office for presentation
to Agency adeinistrative and supervisory personnel. This mill be similar to
the film strip new used by PD(C) bat will be more comprehensive.
(4) Classification and Lege Administration Handbook - This handbook:will
contain information on classification and weEe administration matters for
supervisory personnel as well as employees eenerally.
DEVELOPMENT OF CLASSIFICATION IND QUALIFICATION STANDARDS
a. Claesification Standards
Since classification standards are essential to an effective classification
promo, it is important that standards applicable to Agency positions be completed
en the current calendar year. This is the responsibility of the Classification
ard Uwe Division.
b. eualification Standards
It is intended that the working map recently assiened responsibility for
the development of qualification standards will develop a satisfactory approach to
leas problem early in the year in order that the rajority of the standards needed
,r Arency positions will be completed before the end of the year.
PROCUREMENT OF PERSONNEL
a. Selection
In personnel procurement the Aeency will continue to emphasize a high degree of
ealectivity despite the scarcity of skilled personnel in the present labor merket.
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It is anticipated that the recruitment of specialized personnel will remain fairly
well stabilized but that clerical recruitment will continue critical. Special
techniques must continue to be utilized in developing adequate numbers of qualified
clerical candidates.
b. Correspondence
. Continued emphasis will be placed on improving conmunications with applicants
through revision of letter content to include all pertinent information, dispatch
of timely letters during the processing period, and attention to the style and
appearance of letters.
c. Appointment Processing
A study will be made of all aspects of appointment processing to reduce the
number of forms processing steps, etc., to a minimum. This etixtrwill include
procedures for the referral of applicants to operating officials in an effort to
reduce the amount of time consumed in obtaining employment recommendations from
all interested offices. It is also intended to establish a procedure for intro-
tions of high-level appointees to the Personnel Director or to the Chiefs, PDO
am PLC as appropriate.
5. PLACEMET AND UTILIZATION
a. Civilian Personnel
Placement personnel will continue to make full use of information developed
through follow-up interviews and Personnel Evaluation Reports as a basis for
obtaining maximum utilization of Agency personnel. Administrative records of
these and other pertinent items on individual "placement work records" will enable
the placement officers to offer greater advice and assistance in connection with
proposed assignments and other personnel actions. Increased use shall also be
made of the C?ualification Register in connection with in-service placement activities.
Reduced personnel turnover and increased job satisfaction will result if existing
techniques are conscientiously applied.
46500' b. Military Personnel
lith respect to military personnel, our objective shall be to have the existing
policy on the utilization of such personnel published in a suitable Agency issuance,
and to see the policy implemented through effective procedures. An agreement with
the Department of Defense makes this a "must" this year.
6. CAREER SERVICE PROGRAM
a. Agency and Office Boards
The Personnel Office will continue to give support to the Career Service Program
by providing maximum support to the CIA Career Service Board and the Office Career
Service Boards, and by supporting those programs and projects that contribute to
the establishment of an Agency Career Service. In this connection it must be
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recognized that a good "Career Service Program" and a good "Personnel Program" are
one and the same.
b. Personnel Office Career Service Board
The role of the Personnel Office Career Service Board will be more clearly
defined in order that it may furnish maximum assistance to the Personnel Director
in implementing. the Career Service Program within the Personnel Office.
c. Development of Personnel Generalists
The need for generalists va3ified to assume Personnel Officer positions in
operating components is important and immediate. Specific plans for rotation of
specialist professional personnel throughout the Personnel Office will be developed
and implemented.
7. POSITION CLASSIFICATION
a. Improved Position Descriptions
The existinr program for regular classification minus will be continued.
Attentionixill be given to refinement of position descriptions to provide all perti-
nent information0
lear'
b. Special Classification Procedures
instructions will be issued implementinr special provisions for the administra-
tion of operational and traininF position allowances. Briefly, these plans provide
for modification of the position classification system in certain instances to
provide for assignment of incumbents at hither grades when nocessary for operational
or for training purpopes.
00 STATISTICAL REPORTING
Every effort will be made to improve the new Eenthly Personnel Statistical
eport in order that it will be of rasonimum value to the Personnel Office, the
14Teputy Director (Administration), and also to those key /loamy officials who require
such data to enable them to discharge effectively their personnel nanafement responsi-
Lilities.
9. EMPLOYEE BENEFITS AND SERVICES
This is an important area in an Arency such as this. Since Alency personnel are
necessarily denied certain benefits and privileges normally granted other Federal
personnel as well as individuals in private industry, it is advisable for CIA to
continue to provide Agency personnel with a weil-rounded pro cram of such benefits
and services. Existinf services will be continued and strengthened, with particular
emphasis on the following:
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Security Information
a. Insurance Pro tram
Special emphasis Should continue to be given the recently assigned insurance
function. It is important that all individuals eligible for the hospitalization
and surgical insurance new available be informed with respect to coverage involved,
and also that they receive the best possible service from the Personnel Office with
regard to collection of premiums and processing of claims. In this connection
it may be desirable to explore the legality and feasibility of collecting such
premiums through payroll deductions, not only as a convenience to employees but
alto as a matter of economy. A continuing review will be made of this program to
obtain extension of coverage and benefits whenever practicable.
b. Credit Union
The Personnel Office should favor every action which will tend to strenithen
the Credit Union facility in the Agency, regardless of the organizational location
of this function. A sound, active Credit Union will contrdlute much, not only to
convenience of Agency employees, but also to security.
Nato
c. Bulletin Boards
The Personnel Office will take positive steps to establish the Agency bulletin
board system as a devise for informing employees of matters of general interest,
and for facilitating the exchange of information on such essential matters as
transportation, housing, etc. Steps are presently being taken in this direction.
d. Vorking Conditions
"Mile serious limitations exist on the role which the Personnel Office can
play in improving working conditions generally, every effort should and will be
made to do that it is possible to do toward improving such conditions. The cost
of employee dissatisfaction and turnover is too great to disregard the very important
factors attributable to such unsatisfactory conditions as cramped, poorly lighted,
poorly ventilated offices, inadequate heating facilities and the like, there it
, possible for the Personnel Office to make a contribution, recommendations should
'06 forwarded to the Personnel Director for whatever action that can be taken in
the particular instance.
e. Incentive Awards
Continuing support will to riven the recently rejuvenated Incentive Awards
Program in order that employee interest may continue on a high plane. Although
the initial emphasis has been on the suggestion program, every effort should be
made to establish equal or greater interest in the phases of the program dealing
with efficiency and superior accomplishment awards.
f, Housing Service
The Personnel Office will take positive steps to increase the housing service
being offered to Agency personnel in the realization that adequate housing is
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essential to maintaining good employee morale. Such steps would include consolidat-
ing and enlarging the present files of listed accommodations available, providing
facilities for employees to describe and list houses aLd apartments which they night
wish to sell or sublet to other Agency personnel, and offering to arrange temporary
initial housing for those employees entering on duty. The existence of the housing
service conducted by Personnel Relations should be more widely publicized in order
that all Agency personnel will be apprised of the assistance available when they
seek housing accommodations and will be encouraged to report housing accommodations
of which they have knowledge for the benefit of others,
10. CENTRAL PROCESSING
Every effort will be made to improve the service to Agency personnel departing
for and returning from overseas duty, with particular emphasis on building up the
files of informational materials for the use of personnel scheduled for overseas.
U. SPECIAL CONTRACTING AND ALLOWANCE FUNCTION
Contracts will be reviewed for the purpose of ascertaining whether changes in
au horized allowances should be made to bring such allowances in line with present
conditions.
12. PROGRAM EVALUATION
With the basic aspects of the CTA personnel program firmly established, it
is now timely that a program for systematic evaluation of our personnel policies
and procedures be undertaken. We must be assured that our policies and procedures,
once established, continue to be the most effective policies and procedures in
terms of circumstances currently existing. This will be a responsibility of the
Research and Planning Staff.
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Security Information 54
15 April 1953
[-,E1JRANDUM FOR: All Division and Staff Chiefs
FROH: Personnel Director
SUBJECT: Personnel Program for Calendar Year 1953
1. Attached hereto is a "Personnel Program" statement for calendar
year 1953,, You will note that many of the plans and projects discussed
herein represent activities already in process. A summarization of our
plans and projects for 1953 is considered desirable, however, in order
that all members of the Personnel Office will be aware of those matters
that we intend to emphasize during the calendar year.
2, It is suggested that the attached statement be circulated to
all members of the Personnel Office for their information and guidanceo
Attachment
GFOR*E. !ELOON
/
N
4."?^151rCitri
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PERSONNEL OFFICE PROGRAM
CALENDAR YEAR 1953
a. There are three basic objectives underlying the Personnel Office Pro train
for 1953:
(1) To provide greater assistance to supervisory officials at all levels
in the performance of their personnel management responsibilities. Generally,
this objective is to be approached by making available to these officials
more and better written materials of both a regulatory and informational
nature, and also through more effective personal contact with these officials.
(2) To provide better service to Agency personnel generally, particularly
through a more effective and expanded program of employee services and benefits.
And,
(3) To streamline and further simplify personnel operations and procedures
in order that the Personnel Office may discharge its functions and responsi-
bilities with maximum economy and efficiency.
111, It is believed that the following will contribute to the attainment of
these objectives.
2. DEVELORMNT OF RIZULATORYAD INFOTIATIONAL ISSUANCES
a. Regulations
(1) One of the bifgest contributions the Personnel Office can make toward
the Agency's personnel management program is throufh the project which has
already been initiated for the development and publication of a series of basic
personnel regulations. Lhen published, these regulations will make available
both to supervisors and Afency personnel generally the basic information needed
for an effective personnel program in CIA. The completion of this project has
a top priority in 1953.
(2) Another project, closely related to the above, involves the revision
of our system of internal Personnel Office issuances (PEM's) to make our
internal issuances consistent with the new Agency aystem. Briefly, this win
involve changing the Personnel Office system SD that internal issuances can
easily be related to Agency issuances and filed with them in the Agency manual.
This project will Login as soon as the bulk of the Agency material is published.
L 3j
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b. Informational Issuances
Another form of written material which will contribute significantly to the
,Vency personnel program is the informational type of issuance. The following
materials are among those scheduled for publication in 1953.
(2) Handbook for Supervisors - One of the most pressing needs in this.
Agency is for a handbook which will provide supervisory personnel with the
basic personnel management information they require to carry out their personnel.
responsibilitiese It will attempt to do for supervisors what the existing
Employeels Handbook does for Agency personnel generally.
(3) Personnel Office Film Strip - It is proposed to develop a film strip
on the functions and services of the entire Personnel Office for presentation
to Agency administrative and supervisory personnel. This will be similar to
the film strip now used by PD(C) but will be more comprehensive.
(4) Classification and Lege Administration Handbook - This handbook will
contain information on classification and wage administration matters for
supervisory personnel as well as employees generally.
?a. DEVI:LOP/11,MT OF CLASSIFICATION AND cUAL3FICATIO1 STANDARDS
a. Classification Standards
Since classification standards are essential to an effective classification
program, it is important that standards applicable to Agency positions be completed
the current calendar year. This is the responsibility of the Classification
and Lege Division.
b. Qualification Standards
It is intended that the working group recently assiEned responsibility for
the development of qualification standards will develop a satisfactory approach to
this problem early in the year in order that the majority of the standards needed
Agency positions will be completed before the end of the year.
PROCURMIENT OF PERSONNEL
a. Selection
In personnel procurement the Agency will continue to emphasize a high degree of
selectivity despite the scarcity of skilled personnel in the present labor market.
rit? g?Ibl
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It is anticipated that the recruitment of specialized personnel will remain fairly
well stabilized but that clerical recruitment will continue critical. Special
techniques must continue to be utilized in developing adequate numbers of qualified
clerical candidates.
b. Correspondence
Continued emphasis will be placed on improving communications with applicants
through revision of letter content to include all pertinent information, dispatch
of timely letters during the processing period, and attention to the style and
appearance of letters.
c. Appointment Process:ire
A study will be made of all aspects of appointment processinr to reduce the
number of forms, processinr steps, etc., to a minimum. This study will include
procedures for the referral of applicants to operating officials in an effort to
reduce the amount of time consumed in obtaining employment recommendations from
all interested offices. It is also intended to establish a procedure for intro-
ductions of hith-level appointees to the Personnel Director or to the Chiefs, PDO
and PDC as appropriate.
5. PLACEZZDT AND UTILIZATION
a. Civilian Personnel
Placement personnel will continue to rake full UAO of information developed
throurh follow-up interviews and Personnel Evaluation Reports as a basis for
obtaining maximum utilization of Afency personnel. Administrative records of
these and other pertinent items on individual "placement work records" will enable
the placement officers to offer greater advice and assistance in connection with
proposed assignments and other personnel actions. Increased use shall also be
made of the Qualification Register in connection with in-service placement activities.
Reduced personnel turnover and increased job satisfaction will result if existing
techniques are conscientiously applied.
b. Military Personnel
Vith respect to military personnel, our objective shall be to have the existing
policy on the utilization of such personnel published in a suitable Afency issuance,
and to see the policy implemented through effective procedures. An agreement with
the Department of Defense makes this a "must" this year.
6. CARE111 SErtit ICE PROGRAM
a. Agency and Office Boards
The Personnel Office will continue to rive support to the Career Service Program
by providing maximum support to the CIA Career Service Board and the Office Career
Service Boards, and by supporting those programs and projects that contribute to
the establishment of an Agency Career Service. In this connection it must bsrlik
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recognized that a good "Career Service Program" and a rood "Personnel Prorram"
one and the same.
b. Personnel Office Career Service Board
The role of the Personnel Office Career Service Board will be more clearly
defined in order that it may furnish maximum assistance to the Personnel Director
in implementing the Career Service Program within the Personnel Office.
c. Development of Personnel Generalists
The need for generalists qualified to assume Personnel Officer positions in
operating components is important and immediate. Specific plans for rotation of
specialist professional personnel throughout the Personnel Office will be developed
and implemented.
7. POSITION CLASSIFICATION
a. Improved Position Descriptions
The existing program for regular classification surveys will be continued.
Attention will be riven to refinement of position descriptions to provide all perti-
nent information.
b. Special Classification Procedures
Instructions will be issued implementing special provisions for the administra-
tion of operational and training position allowances. Eriefly, these plans provide
for modification of the position classification systm in certain instances to
provide for assignment of incumbents at higher grade when necessary for operational
or for training purposes.
STATISTICAL REPORTING
Every effort will be made to improve the new Non baer Personnel Statistical
Report in order that it will be of maximum value to he Personnel Office, the
Deputy Director (Administration), and also to those l4ey Agency officials who require
such data to enable them to discharge effectively th ir personnel management responsi-
bilities.
9. EMPLOYLE BENEFITS AED SERVICES
This is an important area in an, Agency such as this. Since Afency personnel are
necessarily denied certain benefits and privileges normally granted other Federal
personnel as well as individuals in private industry, it is advisable for CIA to
continue to provide Agency personnel with a well-rounded program of such benefits
and services. Existing services will be continued and strengthened, with particular
emphasis on the following:
-Lt-
am=
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Security Information
a. Insurance Program
Special emphasis should continue to be given the recently assigned insurance
function. It is important that all individuals eligible for the hospitalisation
and surgical insurance now available be informed with respect to coverage involved,
and also that they receive the beet possible service from the Personnel Office with
regard to collection of premiums and processing of claims. In this connection
it may be desirable to explore the legality and feasibility of collecting such
premiums through payroll deductions, not only as a convenience to employees but
also as a matter of econogy. A continuing review will be made of this program to
obtain extension of coverage and benefits whenever practicable.
b. Credit Union
The Personnel Office should favor every action which will tend to strent then
the Credit Union facility in the Agency, regardless of the organizational location
of this function. A sound, active Credit Union will contrilute much, not only to
the convenience of Agency employees, but also to security.
c. Bulletin Boards
The Personnel Office will take positive steps to establish the Agency bulletin
board system as a devise for informing employees of matters of general interest,
and for facilitating the exchange of information on such essential matters as
transportation, housing, etc. Steps are presently being taken in this direction.
do Lorking Conditions
thile serious limitations exist on the role which the Personnel Office can
play in improving working conditions generally, every effort should and will be
made to do what it is possible to do toward improving such conditions. The cost
of employee dissatisfaction and turnover is too great to disregard the very important
factors attributable to such unsatisfactory conditions as cramped, poorly lighted,
poorly ventilated offices, inadequate heating facilities and the like. Lhere it
Is possible for the Personnel Office to make a contribution, recommendations should
be forwarded to the Personnel Director for whatever action that can be taken in
the particular instance.
e. Incentive Awards
Continuing support will be given the recently rejuvenated Incentive Awards
Program in order that employee interest may continue on a high plane. Although
the initial emphasis has been on the suggestion program, every effort should be
made to establish equal or greater interest in the phases of the program dealing
with efficiency and superior accomplishment awards.
f. Housing Service
The Personnel Office will take positive steps to increase the housing service
being offered to Agency personnel in the realization that adequate housing is
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essential to maintaining good employee morale. Such steps would include consolidat-
ing and enlarging the present files of listed accommodations available p providing
facilities for employees to describe and list houses aLd apartments which they might
wish to sell or sublet to other Agency personnel, and offering to arrange temporary
initial housing for those employees entering on duty. The existence of the housing
service conducted by Personnel Relations should be more widely publicized in order
that all Agency personnel will be apprised of the assistance available when they
seek housing accommodations and will be encouraged to report housing accommodations
of which they have knowledge for the benefit of others.
10. CENTRAL PROCESSING
Every effort will be made to improve the service to Agency personnel departing
for and returning from overseas duty, with particular emphasis on building up the
files of informational materials for the use of personnel scheduled for overseas.
11. SPECIAL .CONTRACTING AND ALLOWANCE FUNCTION
Contracts will be reviewed for the purpose of ascertaining whether changes in
authorized allowances should be made to bring such allowances in line with present
conditions.
12. PROGRAil EVALUATION
With the basic aspects of the CTA personnel program firmly established, it
is now ttmely that a program for systematic evaluation of our personnel policies
and procedures be undertaken. We must be assured that our policies and procedures,
once established, continue to be the most effective policies and procedures in
terms of circumstances currently existing. This will be a responsibility of the
Research and Planning Staff.
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INCLOSURE 2
WORKMAD SUMARY TABLES FOR
FISCAL YEAR 1953
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III. RESEARCH ACTIVITIES:
A. Total number of research projects completed during the year: 20
1.
Validity Studies:
9
(Example: "The Typing Test as
a Predictor of Performance in
Production Typing Positions".)
2.
Basic Research:
4
(Example: "Intercorrelation of
the Differential Aptitudes
Tests".)
3.
New Tests:
5
(Example: "Experimental Testing
of Pattern Perception Test".)
4
Personnel Selection:
2
(Example: "Use of Tests in
Selection of CIA Employees".)
B. Total number of research projects in progress at the present time: 11
1.
Validity Studies:
2
(Example: "Differential Aptitudes
Tests as Predictors of Performance
in Communications Training
Courses".)
2.
Basic Research:
2
(Example: "Correlation of the
LA-5 Test with Differential
Aptitudes Tests".)
3.
New Tests:
L.
(Example: "Experimental Testing
of Thurstone Test of Mental
Alertness".)
4.
Personnel Selection:
3
(Example: "Comparison of Clerical
Applicants and Employees of 1952
and 1953".)
C. Total time devoted to research by professional personnel of the
Testing and Evaluation Division: Approximately 40%.
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RESEARCH ACTIVITIES
A. Total number of research projects completed during the year: 20
1. Valid4y Studies: DI order to determine to what degree a test
or group of tests can accurately predict quality of performance
in a particular type of position, validity studies are prepared.
Each study, in effect, compares the test performance of many
individuals with a rating or other index of the effectiveness
of each individual's work performance. Such studies are usually
lengthy and complex, since the device used to measure job perfor-
mance must first be designed and proven reliable. Validity
studies, however, are the final proof of the value of a testing
program.
a. Number completed: 9
b. Example: "The Typing Test as a Predictor
of Performance in Production Typing Positions".
2. Basic Research: Every testing service rlust have certain specific
information about each of the tests and groups of tests it uses.
This information includes the reliability of each test (i.e., the
consistency with which the test measures an individual's perfor-
mance); the intercorrelation between each test in a battery of
tests (i.e., the relationship between the scores achieved on one
test and the scores achieved on another); and other types of
information which are of aid in determining the appropriateness
and adequacy of the test for the purpose and population for which
it is being utilized.
a. Number completed: 4
b. Example: "Intercorrelation of the Differential
Aptitudes Tests".
3. New Tests: When any type of research indicates the need for
a replacement of test or a change in conditions indicates the
need for a supplement to be added to existing batteries, this
type of study must be done. Psychological literature, test
publisher catalogs, and other sources are examined until several
tests which appear to be suitable are found. These must then
be administered experimentally on the population for which the
test is contemplated, and the results of this pre-testing must
be subjected to statistical treatment, including the procedures
described above for "Basic Research" and "Validity Studies".
a. Number completed: 5
b. Example: "Experimental Testing of Pattern
Perception Test".
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Personnel Studies, It has been found that test records on file
in the Testing Division can, at times, provide useful information
to the Personnel Office in planning, reviewing, or executing
various selection or placement activities. Whenever the Division
feels that information from this source would be of interest or
aid, or upon request by the Personnel Director, such data are
tabulated and analyzed and findings presented for the use of the
Personnel Office.
a. Number completed: 2
b. Example: "Use of Tests in Selection of
CIA Employees".
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