PERSONNEL MANANGEMENT AND DEVELOPMENT

Document Type: 
Collection: 
Document Number (FOIA) /ESDN (CREST): 
CIA-RDP78-06207A000200110005-9
Release Decision: 
RIPPUB
Original Classification: 
C
Document Page Count: 
11
Document Creation Date: 
November 17, 2016
Document Release Date: 
July 14, 2000
Sequence Number: 
5
Case Number: 
Publication Date: 
November 17, 1972
Content Type: 
MF
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PDF icon CIA-RDP78-06207A000200110005-9.pdf799.38 KB
Body: 
Approved For Release-A?j -RDP78-06207!00200110005-9 ORA DU M FOR: Executive Director-Comptroller THROUGH SUBJECT Deputy Director for Support Personnel Management and Develownent REN+ E Memo to DD IS and DTR from ExDir-C rtd 6 Oct 72, same subject pt 1. The two basic papers which we submitted earlier for use in con- junction with the Personnel Development program have been revised in the light of comments and suggestions contained in the referent eemor- andum.. The revised versions of both papers, "Use of Training in $P erssonneel Manage -meat and Development" and "Organizational Support Training" are attached. V ith respect to subparagraph 2(s) of the referent memorandum, we continue to regard the Managerial Grid as an important, if not ab- solutely essential, prelude to the Mtdcareer Course. Your suggestion mentals of Supervision and Management might be more to the point is well taken, but in reality we are taking elements from this course and including them in the Midcareer Course itself. Consequently. it to our intention that students completing the ?, idcareeer Course will. in fact, have experienced the training afforded by both the Grid and Fundamentals of Supervision and Managemeent. 3. The Office of Training "Catalog of Courses" has just been published, but forthcoming revisions will contain changes comparable to these in the attachments to this memoranrl ILLEGIB UGH T. CUNNING Director of T raining '?tts Distribution: Cl Ry 1517 0 & I - Adse. 1 - D/Pers Fx? IMT D :T ApprovediF_o B ease 2qOO/Q$/21r; CIA-RDP78-06207A000200110005-9 2-DTR Approved For Release 2000 Q$/ FSJA. P78-06207AD00200110005-9 ' Ti, `G iit P.1 'RSONN L MA14AGZMENT A D Al V. I OR KN This document has been compiled for continuing use by career services, as well as by individual managers and supervisors in the Agency, in tmple- he comprehensive personnel management program prescribed by ccutive Director-Comptroller and the Deputy Directors. It is intended to be users particularly in conjunction with the Personnel Development rn (PD P). The outline presented here provides personnel planners with succinct, e guidance about training opportunities appropriate for the develop ;:anent of A geaucyt personnel, from time of Initial employment to the most senior stages of their careers. In addition, it is recommended that each 'Deputy Director develop long-term, career training profiles or models for each major group of functional specialists within his jurisdiction while at the sarre time identifying and developing future managers on a plan haste. in doing so, the following eta categories of training should be reviewed Beat carefully to assure that training which is undertaken to satisfy immediate functional needs takes place within the context of long term career planning and organizational development. Categories of Training t. The Gnaw I"rttg rn - ,t",esu ,efs a group of six courses around 'which all +other training should be planned; their purpose is to provide officers with background. perspective, and updating as part of their pro- fesslonal ;growth. Designed for officers of all Direotorates and Independent Offices. these courses focus on Agency activities, problems, and mana- gerial factors: the Intelligence community; U. S. foreign policy; international and domestic matters affecting foreign policy and Intelligence activities. Brief descriptions of these courses and the points in an officer's career at which they should be taken are provided in Appendix B. des oral Skills Tratni : courses offered primarily by the Office f Training to train personnel in skills susceptible, of application throughout the A geenc yr to be taken whenever a specific skill is required by a particular assignment, they include courses in supervisory, managerial, communica- Infor -Ation science. clerical, and other skills transcending the needs Directorate or component. lBy151 Approved For Release 2000/08/21 : CIA-RDP78-06207A 02MPMBM-9 Approved For Release-200 4= P78-06207A 00200110005-9 particular Directorate or field of expertise: they include, for h relaat, to skills ordinarily required by personnel assigned fun 3. fkflia Trait gs courses offered by the ice of T ,xnpl*, traintag courses in collection. support, and production of Intolli n a# rais3-img: sp*ciaiized programs or courses =fy specific components. ordinarily for their own personnel, but In some lases for other Agency personnel as well. They tend to be Tess well-known catitme of officers whose careers sometimes require highly specialised , but in many instances offer distinct opportunities for enhancing the other training opportunities because of organisational coTnpart enta- 5. External Trams: this Category consists of Agency-sponsored training, fall- and ?part-time, at ncm-Agency Institutions and installations when, is the Judgment of Aitency officials, such training is needed but not available within the organization. Included in this category are academic program. a, Federal Institutes, management schools and programs, the senior service schools, and training activities conducted by military: cornrnercia.I and industrial facilities. FoEgir n La Rguaage Tra m , these are programs cooduc arranged by the Office of Training on a full- or part-time basis, within or outside the Agency. Officers regularly assigned duties involving foreign go ce teeucee should achieve a career goal of speaking and reading at least one "world" language at the intermediate level or better, and speaking and reading (with some exceptions) at least one "restricted" language at the Intermediate level or better. The world languages i rend. Spanish, i ortug+daesaa. Italian, and German. Russian, vahiie tech nically not a world language because of its greater difficulty, should be regarded as belonging in this group beet aeries of its widespread 1 tat the geency's activities. T?se ame ant of study time required to reach this goal depends, of course, on as number of factors inciaadiaag an individual's aptitudes, language of%cleency at LOD, opportunity for using the language. and its degree The world language con teaace should be maintained at all times though the restricted language capability does not necessarily have to Approved For Release 20001Q1/21 CIA-RDP78-06207A000200110005-9 Approved For Release 2000V08=.bP78-0620 7A000200110005-9 he retained. following completion of the assignment in which it was re- ed. The Office of Personnel maintains responsibility for assuring be Language Control. Register is current while the Office of Training responsibility for conducting the foreign language testing program. TR Cstalo -f _COUV! The concept and method of planning long-term training of personnel given more comprehenssive, as well as more detailed, explanation in OTR,s "Catalog of Courses, " which classifies and describes individual courses within the basic categories described above. This Catalog pro- tion about I?gency training programs. It is revtsse ceseary to maintain currency. In addition, representatives of the Office of Training are available for consultation to assist career services in developing long-tGr.m training models for their personnel and In planning training packages for Individual officers as well. The Intent of this concept, and of the services offered, to to enable the -A goncy to make maximum use of training resottr,case and to relate re systematically and precisely to both personal and organi- zational development. ,t ppeudiceesus - Prattle of Courses The Care 73-rogram of Courses Approved For Release 2000'P "T4DP78-06207A000200110005-9 APPENDIX A Approved For Release-000/08/21: CIA-RDP78-062074,000200110005-9 Fundamentals of Supervision and Management I. Early Career The Managerial Grid Intelligence and World Affairs Course (EOD) TRAINING FOR PROFESSIONAL DEVELOPMENT Approved For Release 2g00/08/21. ; CIA-RDP78-06207A000200110005-9 Approved For Release 200dO8/2_' #t P78-06207-A000200110005-9 The Core PjM m of Colar tesllire ~ted frsyt~ra,a To be taken by all Pro- t employees at the time of entry on duty or promotion to professional It to an introduction to the Agency and to the intelligence profession. eks, full time. b, The Mtn ge.rial Qrid (Phase I)t For employees GS-07 and above with between( one and three years' service in the Agency. It is an intensive, totry learning experience which introduces management training employee's career. seeking to identify managerial styles and open communication. One week, full time. a. tcla + e s l r of S r v i e r f t a t a an M aaa~+ar ,t To be ken by "first line" supervisors immediately preceding. or at the time of, their ointments. The course concentrates on effective managerial behavior, emphasizing :oaxae^nutnication, .Motivation. Perception, .L adeershtp, and '!-3 lrezka Solving/Decision Making. One week., full time. b. :I!Eid,ca enter (:nurse: To betaken bye. goncy officers at the CS-12113 level, age 30-40 years. with approximately 3-10 years' service. s experienced officers to widen their knowledge said understanding g and the intelligence profession. Officers who have not previously taken the Managerial Grid do so as the first week of this course. ive weeks. .itch-time (not including the Grid). c. A, ivaaceed I:eteUt ence Sexy#ttars To be taken by middle and senior cars from throughout the Agency. GS-13113 level, allowing for t a three-year interval following enrollment in the Midcareer f;o-urse. The awnivasr emphasizes current factors affecting the Agency's role, key unctions, and effectiveness. It provides opportunity for to-dew dialog among participants and high-level guest speakers from inside and outside Agency. Three weeks, full tune, Approved For Release 2000/Q8!21 Rpp78-06207A0(142a09 0` Approved For Release 2000/081 , lqQP78-06207A400200110005-9 The Senior Seminart Primarily for officers at the 09-I6 level or higher, alt sough CS-IS a cers may be selected. The seminar provides to officers In highly responsible positions an opportunity for critical eta iaatlo a of rrmiar developments and problems in the fields of interlli- ecce, foreign a irs, and management. It draws extensively on experts from government, academic tits, research organizations, and journalism. uch of the learning is derived from the interaction of the participating officers. Nine weeks, full time. Approved For Release 2009 ~JJDP78-06207AO00200110005-9 Approved For Release-2000/08/21 : CIA-RDP78-06207A000200110005-9 IIZATIONA L SUPPORT OF TRAINING The projected implementation of the Personnel Development 73'rogram combination with the OTR Profile` of Courses presents the Agency with of organizational development. The effective Implementation of iquee opportunity for bringing its cumulative resources to bear on the the combined personnel and training plan depends without queestion upon whether or, not it is reinforced by appropriate organizational authority gerne!iat training. Consequently, this paper discusses several si#z_ idrninistrativer mechanisms. This to especially true with reegavi to cant asiseets of this problem and recommends specific steps which cc of Training believes are vital to the success of this entire undertaking. e ixe nt T ra fn yfor v! Uaaelopmeft The Office of Training has taken a number of steeps to .trensthen and expand mauagoment training in the I geaacy. The Managerial Grid and the Faaaadameentals of Supervision and Management have been Included in the core pro rain of course*. Elements of management traaiuiamg, with particular emphasis on leadership principles and problem solving, have !'lean incorporated in several other care courses. An intensive rraauage- ment t.rsatasing program, or Leadership conference, for senior offiiceerg throughout the Agency is currently under development. addition, we believe there is merit in exploring the raced for tvag,meut training courses designed apecif sally for branch chiefs oughout the Agency. Recognizing the difficulty in developing a course pertinent to the operation of all barauchea in the .aagencyr, and all i for wheat is probably a wide disparity in the grade levels of "branch > tefs," there nevertheless is logic to the Ides.. The branch in many tnetances is then key orgaut ticnagal tuft to terms of days-to-day operations to the 4 gency and is also, at least conjecturally, the level at which poten- tial exectuti yeas begin to emerge. Stich a course might be a crucial con- organizatioeml development lM r. Colby destreer, but the ins to be firmly established. Approved For Release 2000/08/21 : CIA-RDP78-06207A000200110005-9 Approved For Release 2000/08/21 : CIA-RDP78-006.20ZA000200110005-9 ,blAiNISTRKI ~A +' I-S,RRNAL L N-' "I u be ror ?s sftectiv.iy and quickly Tear -ed trough a trace- ndaUon. That the Board of Visitor examine the tin whether re po bi.ities for managing a branch ng course or through, r iiast