PROPOSED CHANGES IN THE CAREER TRAINING PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-06096A000400030005-0
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 2
• Document Creation Date: December 9, 2016
• Document Release Date: July 11, 2000
• Sequence Number: 5
• Publication Date: June 24, 1965
• Content Type: MF

Approved For Release 2002/05/01 : CIA-RDP78-04,096A000400030005-0
CON Ft DENI%
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HIIN 1965
MEMO DUM FOE: ecu ve Secretary.
Clandestine Snvtces Training Board
SU CT
Proposed Changes in the Career Training Program
et several moth we ftVe been maldng extentve
twMe of the Czireer Tyaining Progr after Program to determine
what can prove it. As a result of our effort, we have iden-
tified co changes which we feel should be adopted. These are changed
affecting the equence and relationship of some of the training courses but
not their ;substance or quality. If agreeable, we would like to present our
proposals to the members of the Clandestine Services Training Board for
their consideration -nd concurrence. We believe that by adoyting these
Chall4p111 we will be _able to achieve greater efficiency in the management
of the Program and to refine ow judgments still further with respect to
the appropriate placement of Career Trainees (CTs) within the Agency's
Directorates.
2. Under our present system decis ons on the career p1
CTs have to be made in the early weeks of the Program.
in the programming of their training would give us considerably more
to evaluate candidates and to maks certain that we are right making our
selections. All CTs now take the first nine weeks or the tedquarters
phase of the training program. We propose to extend thia by another six
week nd to have them all take the Operations Farniliarixation Course (OFC)
as well. With this change, we would have until the end of the OFC before
decisions on career placement would have to be made. The rLdvantages-are
apparent -- CTs would have far more information about what Is involved in
working for the Agency, '?articularly the Clandestine Services. Thigi would
place tben tn sottoder position to make evaluations of themselves Ind of
their snitab lity and to express i,ersonal preferences. By the same token
wo would also heve much additional information, including important training
evaluations and adeessments, on which to base our decisions.
3. At first glftnce, having k 11 CT* take the OFC may iear to be nao
of ; change than it 4ctual1y is. CT* assigned to the DDP now get the same
bits c training material in the first diX weeks of the OC that la covered in
DOC5 EV D T 24y
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the OFC. By having all CTs take the OFC it would no longer be neceesary
to duplicate this training in the OC. For CTs assigned to the DDP? the OFC
would be followed by an GC devoted to roficiency training kis now the
case, this training would be presented in the form of comprehenaive live
problems under eirettlated operational conditions. The training content
would remain much the eanie as that in the last twelve wett1u. of the pree,ent
OC, and the new OC would be reduced from 18 to 12 or 13 wee. However,
when preceded by the OFC in the manner as propoeed, the course objec-
tive, content end trAnIng goals would remain the saree as they now are
the OC.
.1. The princii.al problem reaulting from these changes treat needs 1110/1.-
eion here le that of OFC-type training for non-CT employees. On the basis
of Fest experience, there would probably be about SO to 75 erneLoyees in
this' category a year. Assuming this number would remain out the earne,
we would still have the capability to satisfy this training requirement. How-
ever, non-Cr emeloyees would have to be Limited to participltion in two
per year rather than in four, a at present. These two OFC .s would
be given in the early spring :tad fell, alternately with the OC. Because of
work load and limitations of staff the two OFCs given concur reutly with the
OC would have to be closed to non-CT employees.
5. If you agree, we proeose to rroke the above changes beginning with
the October 1965 clads of Career Trainees. We believe that these changes
are in the interest of the Clandeetine Services. By way of ereehasie, I wieh
to repeat that both the 4ubotance sid quality of the training will remain in-
tect. We aleo leticipate that the Office of Training a ?.:2, a, result will have
great deal more flexibility in administering the Program and in /servicing
the needs of the Agency.
PPS:I hej (23 Jun 65)
Distribution:
& 1 Adse
1 - DD/S,
2 - DTR
1-PPS -
t .
.,Appreve Qr Release 2002/
tirttb.
\ ati9)11,
MATTHEW RD
Director of Training
01.1.FIDENIML
IA-RDP78-06096A000400030005-0