OTHER SUPPORT SERVICES OUTSIDE THE DD/A GROUP

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-06365A001200010002-7
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 45
• Document Creation Date: December 9, 2016
• Document Release Date: December 1, 2000
• Sequence Number: 2
• Content Type: REPORT

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Other Support Services Outside the DD/A Group
Aside from the special administrative and support needs, out-
:ined above, that were somewhat peculiar to the operations of the
i7V1) group,1 there were still other special support matters' which
1
were of common interest to both overt and covert activities and
;each were similarly exempted, in 1951 and 1952, from the DD/Ats
!jurisdiction. Some of these support activities,2 like the index-
ing and servicing of the massive documentary accumulations of
intelligence reports, were left in OCD, where they remained avail-
table to the covert and overt offices alike, and to the administra-
tive offices as well.3 Others represented problems which, for
one reason or another, were kept in the DCI's office. Three new
tstaffs, in particular, were established in 1951 and 1952 and were
attached to the Director, instead of being assigned either to the
administrative, the intelligence, or the operational groups. These
special support staffs were:
11 See above, pp. 44-72.
2Besides OCD, certain other offices in the DD/I's intelligence
roup, especially 010, OCI, and 00, had incidental "support"
responsibilities outside their major responsibilities for intelli-
pnce production. See above, chapters III, IV, V, and VIII,and
.ee below, pp. 128-132.
See above, chapter V on OCD, passim.
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Director of Training (also called the Assistant, Director
of Training), established in iov,mber 1950 under the 1-)D/A and
re-established in the DCi's office early in 1951;1
Assistant to the Director (for press relations and
historical inveetigations),2 planned first as an activity in
OIC in January 1951 and re-established in the Director's Office
in August 1951;3
Inspector General, established in January 1952 as an
outgrowth of certain personnel relations and organizational
review activities previously divided between the Personnel and
Management Staffs, before 1950, and betyeen them and certain
special assistants to the DCI, in 1.951.4
'ee below, pp. 75-117.
22he Historical staff, which was a section under the Assistant to
ee Director (beginning May 1951), performed certain specified
723carca and writing assignments, between 1951 and 1953 and in the
.ariod following, for the Director's Oface rather than for the
i7ency at large. At the same time, historical investigations of
eic kind or another also figured significantly in certain aspects
:flthe support functions of the operational, intelligence, and
e:einistrative groups, respectively. Notable examples were the
,D/i"s progress reportin?; system, OTR's production of operational
:ase studies for instructional use, and (after 1953), the IAC's
ei=mmittee on "Validity SturJies" (applied to national intelli-
'nce reports). Historical research .eas also an incidental but
eeportant aspect of some of the DD/A's organizational, legal, and
aininistrative inspections and investigations undertaken,for exam-
ole, by the Management Staff, the General Counsel's Office, the
:nspector General's Office, and the Audit Staff. Also noteworthy
were the incidental historical reference functions of the Execu-
-Ave Registry (under the DCI), the CIA Aecords Center (under the
:VA), the Archives Section (under the DD/P), and the Historical
atelligenee Collection (first in OCD -nd later, after 1953,
.irectly under the DD/I).
3For the origins of this office, see above, chapter II, p. 56 note,
el the relationship of this Assistant Director to the broader re-
-,:anization of the DCI's imediato office in 1951 and 1952.
4For the office of the Inspector General, see below, pp. 118-127. The
moral Counsel also freruently served the DCI directly -nd personally
Is the Director's immediate legal aevisor, although on the organiza-
tion chart he and his staff were a component in the DD/A group. As
such, the General Counsel is discussed historically elsewhere in
the present chapter and in other chapters; see index, "General Counsel."
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Office of Trainint, 1950-1953
The first of these new support offices was the Office of
jng (OTR), headed by Colonel Matthew Baird beginning Deem-
:1) 1950.1 This unit was first announced on November 15, 1950
a "division" of the Lxecutive's administrative group)2 and
inlished on December 1 (as a division in the DD/A's group).3
January 1951 it was renamed the Training "Office" 14 (but still
;the DD/A group) and sometime between January and April 1951, it
e.3 re-assigned as a special office directly responsible to the
-Colonel Baird's appointment as "Director of Training" was
:eiounced on Dec. 1, 1950, in General Order Secret (in
accords CmLer). ile came to CIA from the U. S. Air Force,
having been recalled to acti_ve duty in order to fill the new post
Director of Training, CIA, according to a later biographical
statement. (See course outline No. 11, Oct. 1951, for OTR's Agency
:irientation Course; in OTR files.)
2 erganization chart for CIA Executive's several "divisions," dated
ov. 13, 1950, and circulated on Nov. 15 with explanatory memoran-
dum by Murray McConnel, CIA Executive, to all AD's; see DD/S
5" file.
3 Organization chart of DD/A's several "divisions," Dec. 1 1950
showing them as responsible to the Assistant DD/A
and in turn responsible to McConnell DD/A. See CIA ii.eguJ.ati.on
25X1A f N in CIA Records Center.
4 The date Jan. 3, 1951 was rearded by the Director of Training as
the birthday of OTR, while Jan. 2 is the date given in 0TR's history
for 1951-52. (See Col. Baird's staff study, July 3, 1951, on a
proposed Career Corps, Secret, in ONI/ER; and OTR history, 1951-52,
p. 1, Secret, in 0/ECl/1-13.) The name "Training Office" appeared
formally for the first time on Jan. 19, 1951, (still as part of the
TWA group), in the revised edition. of CIA 17.egulation No. (in
CIA ecords Center); see especially statement on mission and func-
tions of "Training Office" ibid., p. 42). The January 19 organiza-
tion chart for the DD/A group as a whole has not been found (it was
presumably ;destroyed when it -was rescinded by the revised DD/A chart
of April 18, ibid.), but there 3eens to be no question that in
January 1951 OTR was on the DIVA chart.
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DTR retained this special relationship to the Director's
- ice for the rest of General Smith's time (to February 1953) as
as for two years after that.2
The support responsibilities of OTEI, as they were initially
.-etaated in the fall of 1950, seem to have represented a consoli-
Aen of four somewhat different personnel-management programs that
- been under way or under consideration for some time in CIA. 3
l'----
It was not until April 18, 1951, .;liat OTR was shown for the first
-io as a part of the 0/DCI. No order has been found, however,
.ich explicitly directed and announced the shift from the DIVA
-epee, nor is the exact date of the transfer known. In practice,
ird had already been vrorking directly with the DCI as early as
Lanuary 3, 1951 (if not earlier), when he was receiving the nCI's
1 'nstructions on career-corps plannine (discussed in footnotes
'telow). On January 12, the minutes of the DCI's staff conference
ee;ntion Baird' s office for the first time, and seem to imply that
..
Fe was operating independently. of the DD/A. Thus, the minutes
-t-
. tr:corded that "Mr. McGonnel staf? employes7 should work /DD/A7 1.-)rouela Mrt up the question as to
25X1A9a 5x-0A1-1; staff for
i :,,L,ird., and was told That this had been decided
that was
ether'.i? already working for Baird." (Memorandum by to
riTian B. Kirkpatrick, Jan. 12, 1951, Lecret, in SC-M file, in
CIDOI/IF.R.) Two months later (on March 19, 1951) Baird .started to
attend the DCI Is regular staff conferences, (see minutes, in SC-M
file, ibid.).- In this context, the .-,egulation of April 18 (cited
above) was merely a confirmation of an earlier arrangement.
2- ,
In February 1955, On was once a-;ain made part of the administra-
tive support group, he aded kby then) by the Deputy Director for Sup-
port (DD/S).
3Before October 1950, the responsibility for most of these training
and related matters was in the hands of the CIA Personnel Staff,
which "provides training and indoctrination for CIA employees as
needed." (Undated memorandum about 1949 or early 1950, describing
the functions of the Executive's several administrative staffs; in
)D/6 "0:,m 511 file). career Mana,ement "research" was specifically
mentioned as a function of the Personnel Director, in CIA Regula-
25X1A J tion N0SUJuly 1, 1950, secret.
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Tirst of all, with respect to the handling of new personnel in
14:onc7, plans had been approved, by General Smith's predecessor
in June 1950 or earlier) for undertaking an "expanded
,,,Aritation program to include all present and future employees of
Agerloy," along the lines of an experimental program that had
conducted by the Personnel Staff, in 1949 and 1950, for indoc-
, ir:r.ating new employees of GS-5 and lower grades to the Agency, as
of their induction, processing, and their morale and security
r1nation.1 (2) Second, by June 1950 (at the time of the out-
of the Korean war), the Personnel Staff had a continuing
-aitilmnt program, conducted under the guise of "training" by
(in order to hold personnel applicants in the otherwise tight,
ly!titive labor market in Washington) it was giving temporary
::intments to provisionally cleared personnel and entering them in
-Jim unclassified "courses" of interest to the administrative,
Xtiligence, or operational offices, with the objective of holding
3 (and paying them), pending the completion of what was normally
;protracted period of security investigation and personnel pro-
4s5ing.2 (3) Next, for several years OSO had had a continuing
uStatement of Management Improvement Activities," Sept. 1,
j50, p. 24, accompanying CEA Budget Estimate for Fiscal Year 1952,
4:ret; attached to Comptroller's "Historical Notes..., 1945-520"
.: WI/Hs. The revised personnel orientation program is men-
(ibid., p. 24)2 as being a "management improvement" objec-
.1 ..ro for fiscal year 1951-52, hence the inference that it was
c7:zolmd sometime before July 1950, when that new year began.
?'Introductory Statement," Sept. 1, 1950 (p. 7), to CIA Budget
f .:,..ttate for Fiscal Year 1952, Secret; attached to Comptroller's
Notes...," cited above.
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.ral for the training of fully cleared personnel in covert opera-
and covert support methods, recently combined (in 19)19 or
-7 1950) into a single Training Division for both 050 and CPC
.,,onnei, 1 and soon after General Smith arrived it was announced
1
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77ovember 15, 1950) that this activity would be re-assigned to
training office, but only as a long-range organizational
7-.:o that would not be consummated until "later," so the announce-
. 2ent, indicated. 04) Finally, for several years the Personnel and
:Inagement Staffs had had under consideration various proposals for
:.,veloping a "career cores" o selected employees of the Agency, 3
Ibid., -1).. 24.
?Memorandum by Murray licConnel, CIA Executive, to all AD's, Nov. 15,
1?50, in DD/S "O&M 5" file. This problem is discussed more fully,
s:oove, pp. 34-37.
3According to Col. Baird's later study proposing a "Career Corps"
(rade in July 1951), the "Personnel and 1.1anar?.;ernent iStaffs7have
vanced similar proposals for career development in the past but...
former Directors failed to ive them implementing support." (See
is memorandum to DCI, July 3, 1951, Secret, attached to his "Proposal
for...a Career Corps," in 0/DUI/En.) As of July 1950, the Personnel
Staff was responsible (among its other functions) for conducting
"research" and Preparing "Agency programs" in various personnel
"fi olds, 'I including the field of "career management . " ( See CIA
7.egulation No, July 1, 1950, Secret, in CIA Records Center.)
Vilatever the ex ent of this pre-1950 planninf, on a Career Corps
it had not come under review, in January 1949, by the Dulles Survey
lroup. Three years later, however_ (in April 1952), CIA's progress
report to the NSC attributed the new Career Corps program, then
nearing completion, as a change "under" N5C-50 (that is, in accor-
dance with the NSC' g endorsement, in July 1949, of the Dulles Group's
report). No evidence for such direct relationship between these
two events has been found in the present study.
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.iy.cept for the :.3upervisor's function, mot of these several
areer-management functions Tere "properly the responsibility of
personnel," OT2 concluded, rrad should be so assigned. for "imple-
mentation." Other functions wou1J be handled by OTR 7,..nd the operat-
ing offices, or handled jointly by 111 or some of acting toge-
ther, oTa said.1
On August 7, 1951, OTZ's entire group of Career Corps
proposals was submitted to :,11e operating offices for study and
conmeut; 2 on September 13 the comments were summarized by OTR for .
the DOI; 3 nnd on September 17 the plan was taken up at the DOI's
staff conference.14. Only one of the office comments 'has been seen,5
1 Ibid., especially covering memorandum by Colonel Baird, Director
of 'raining, to DCI, July 3, 1951.
2 OTR's transmittal of the stud3r to ithe ope-ating offices, dated
Aug. 7, 1951, is mentioned in ONE's merorandum in reply, Aug. 31,
1951, in ONE "chrono files." OTR,s history, 1951-52 (1955 version,
n. 16, footnote 27) gives the fate as August 7, "1950" (probably
a ty!pographical error for 1951).
3Ibid. p? 16
?
Minutes of DCI's staff conference, Sept. 17, 1951, SC-M-27, Secret
in 0/DCl/Ea.
icmorP.adum by , to OTA, Arg. 1L,'1951, secret,
in UJil!, "chrono files."o ,avor3d JT trainoc-recruitanent pro-
rani and its cerocr-n-:nasemeA procedure.? in general, but (on
training) preferred "rotation rnd 9choo1inp; outside the Agency,"
md objected to a "super-intelligence school" within CIA. The
Career Corps itself, IY,letber or not "elite," should he postponed
for reconsideration "at a later d,te," ON E concluded.
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but, according to OTR's history, the reactions of the numerous
allces ranged from "disagreement in some quarters" to "support
of the basic principles, in others."1 The operating offices gave
ligeneral approval" to OTRIs recruitment and basic-training program
for junior "professional trainees," and to the career-management
procedures, OTR reported to the DCT. The idea of a "small elite
corps," however, was met with "unanimous disapproval," so OTR
reported to the DCI on September 13.2
At the staff conference on September 17, 1951, the DCI
concluded by vetoing the idea of "a small elite corps," in favor
done which would "eventually....place all personnel in CIA, except
clerical personnel, on a career basis."3 In this way, he said, all
eligible "personnel would be so trained that they would become inter-
changeable, with, of course, certain exceptions in specialized cate-
gories."4 Aside from this one major modification, the DCI appears
1
07Rts history, 1951-52 (1952 version), p. 14. The 1955 version
(p. 16) gives a summary of these reactions (from a memorandum by
0111 to the DCI, Sept. 131 1951), but says that the written office
comments themselves "are not presently available" for historical
inspection.
2 Partial text of OTR's memorandum, Sept. 13, 1951, in OTRIs his-
tory, 1951-52 (1955 version), p. 16.
3Minutes of DCI.Is staff conference, Sept. 17, 1951, SC-M-27, Secret,
int:I/DU/ER. OTRIs history, which does not cite these minutes,
suggests that the DCI had already approved the July 3 plan early
In August 1951. (See ollos history, 1951-521 1955 version, p. 16
and footnote 27.) This conclusion seems to be at variance with
the minutes of the DCIls staff conference of September 171 1951,
mntioned in the present text, above.
CARIs history, 1951...52, cited in footnote 3 above.
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to hrve ,cndorsod the rest of ()T
plam. Accordin7, to the minutes,
he directed the hen; o cC Cifi. of tie rsonnel Ofrico to "pro-
ceed with the implementation of the pro.xyls Thr a Career Corps,
callinr; upon such personneL as necessary from the various offices."
Durin,; the next nine months (to June 1952) OTR participated
both in the establishment of the new career-development organiza-
tion, in the DD/A group, and in some of the personnel-management
activities that resulted. Sometime late in September 1951 a tem-
porary Career Service Committee wa established,2 with the DD/A as
chairman3 and with representatives of several offices (probably
including 0TR.)4 as members, in order to undertake more detailed
pLanning. In October that Committee appointed four "working groups"
(on which OTR Tas also reprosented)5 to study certain career-service
1 Ibid.
2This was a planning committee, not to be confused with the
operating board estE,tlished later--the Career Service Board.
/2,1,10 history, 1951-52 (1955 version), p. 17, does not date the
beginning of this Committee, but mentions that its second meet-
in; was held on Oct. 1, 1951.
W. R. 1olf, DD/A, was chairman at least in June 1952, if not from
the beginning. (See the Committee's .final report, June 1952, at-
25X1A tached to CIA Notice June 19, 1952, Secret, in CIA Records
(Anter.)
402RIs participation is inferred from OTRIs history (1955 version),
p. 17, cited above.
5
Inference from ibid., p. 17.
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; otters in greater detail, including Employee Rating, Trainees,
Rotation, and Career Benefits, respectively. The work of this
Wwittee and it four Working Groups culminated in a "final
report" which was submitted by the Committee to the DCI? appar-
,
entay early in June 1952.1 The report was approved by him on
.Ame 13,2 and issued to all employees on June 19.'1 Along with
this report, a permanent Career Service Board was established,
and announced on July 1.h The DD/A became the chairman; the
DI)/P, the DD/t, the Director of Personnel, and the Director of
Training were made meMbers (apparently ex officio);5 and two other
rumbers were added, evidently to represent each of the two types
1Inference from ibid., p. 18a. The exact date is not given.
2Ibid., p. 18a.
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3Ibid.; and CIA Notice June 19, 1952, Secret (in CIA
Res Center). .
25X1A 4CIA Notice July 1, 1952, Secret (in CIA Records Center).
From the regulations cited above and elsewhere, it appears that
the Career Service Board and its secretariat were clearly an arm
of the DD/A. The OTR history (1955 ed. p. 21) speaks, however,
of "The Career Service Board of the Office of Training."
5Ibid. Since about April 1952 Colonel Baird had been serving
10E-is Director of Training and as Acting Assistant Director of
Personnel, and so on July 1 he was appointed to the CSB to serve,
temporarily,in a dual capacity. On August 1, 1952, Lt. Gen.
was announced as the new AD/Personnel and
as a member or the CIA Career Service Board. (See CIA Notices
25X1A July 29, 1952, and 11111111 Aug. 1, 1952, both Secret,
in CIA Records Center.)
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1
0f the operating offices (the AD/80 and the AD/CD). In addi-
tion, a Career Development Staff, whose chief was to be the
Soeutive Secretary of the new Board, was established and attached-
Othe Personnel Office,2 while the Assessment and Evaluation
Division (formerly the Psychological Staff) was left in OIR.3
Melly, each major operating office in the ratt, DD/P, and DD/A
peups was to have its own local Career Service Committee or Board,4
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1
Ibid. Representing the operational group, L. B. Kirkpatrick,
? SO, served from July to September 1952, and was followed by
acting chief of IT, Oct. 1952-March 1953. (See CIA
25X1A Notice mow Oct. 23, 1952, Secret, in CIA Records Center.)
Representing the intelligence group, AD/CD,
served from July to Dec. 1952, and was followed by Sherman Kent,
AD/NE, Jan.-June 1953. (See CIA Notice Jan. 16, 1953,
Secret, in ibid.) By the same order (ibid.) the Director of
Coromnications, was made a "permanent"
member of the Career Service Board,
2
This Staff is mentioned (as part of the Personnel Office) in
25X1A CIA Notice 111111 June 19, 1952, Secret (in CIA Records Center).
3
OTRts history, 1952-53 (prepared in 1955), P. 37. In December
1552 this Division was renamed a "Staff" in OTR (ibid., p. 37).
The A&E Staff was part of the "Special" (that is, covert) group
in OTR until some time in February 1953, when it was re-assigned
to the "General" (overt) group, but "responsible...for all assess-
mmt and all training evaluations within the Agency." (Ibid., p. 38).
4These 15-some Career Service Committees or Boards (from July 1952
on) are not to be confused with the earlier Career Service Committee
(Sept. 1951-June 1952), which had the same name but an entirely
afferent function, that is, planning. (See above, p. 102, note 2.)
An interim plan for subordinate career boards, prepared in April
1952, called for only three Career Service groups--for "clerical,"
'specialist," and "professional" employees. (See OTRts history,
1952-53, p. 12.) Eventually, however, there was a separate career
service group for practically each administrative, operational,
and intelligence office in the Agency. See evaluations by Messrs.
and Kirkpatrick, in footnote 1, p. 105.
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to handle the personnel-management problems of those of its
1
oployees eligible for career corps consideration.
OTR's recruitment and basic-training operations had mean-
dile gone forward, since mid-1951, essentially in accordance with
VA plan of July 3, 1951, previously discussed,2 with some success
Wept (notably) that less than half of the 50-some colleges were
successfully contacted by 1953,3 and the number of trainees was also
somewhat less than planned. By the end of 1951, OTR had recruited
and given the basic-training course to 45 of the 100 trainees authorized
in its special "PT" T/b, and by June 30, 1952, there were 72 in that
category.4 The total number of trainees (later called "Junior
1Two evaluations of these office career-service boards were later
quoted in OTR's history, as follows, The Vice-Chairman of ?NE's
career board ) concluded, in May 1953, that these 25X1A2a
boards "are no more than were7 available to the AD's before their
inauguration"; and the InspecTor General (L. B. Kirkpatrick) told
the DCI, in January 1954, that the 25-some career boards were "too
many," that they were concerned "largely with matters of promotion,
transfers, etc....previously handled on a routine basis by execu-
tive action of the individual offices," and that they have fostered
"office nationalism and done nothing to further making CIA a career."
(See OTR's history, 1952-53, prepared in 1955, Secret, p. 33.)
2
See above, pp. 91-96.
3 BY June 1953 OTR had established recruitment contacts, hired on
a consultant status, in 18 colleges and universities, and had 24
others undergoing "appointment and clearance." (See OTR's history,
1952-53, prepared in 1955, Secret, p. 22.)
4 onos history, 1951-52 (1952 veraon), unnumbered appendix (on
personnel statistics). According to the 1955 version of that his-
tory (p. 19), only 19 junior officers took the course during the
one time it was given in 1951, while 105 students took the course
during the 5 times it was given between January and December 1952.
(Ibid., p. 19.) Another figure cited (ibid., p. 23) indicates,
however, that there were only 113 juniorwiraduates" in all, for
the entire period July 1951-June 1953.
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officer Trainees" or JOT's), for the entire period from the spring
a1951 to February 1953, is not known exactly, but was probably
somewhat over a hundred students.1 By early 1953 the course 14813
opened to all professional recruits,2 (regardless whether they were
orLUDR's trainee T/O or on operating-office T/0). The program was
regarded as extensive enough to be handled by a separate division ?
in MR?the Junior Officer Training Division.3
Aside from the basic training of new recruits as "appren-
tice" intelligence officers,4 OTR had also undertaken (beginning
early in 1951) to provide other types of instruction to CIA's
older, on-duty employees. At first OTR tended to emphasize certain
administrative and support subjects of common interest to support-
type personnel in the Agency generally,5 and later (in 1952), it
1See above, footnote 4, p. 105.
2
OTRIs history, 1952-53 (prepared in 1955)/ suggests (p. 18 i)
that this revised policy was inaugurated soon after July 1, 19520
t and (p. 19) that by the "beginning of 1953" students were coming
from "nearly all the offices of the DD/1 complex."
3
was its chief, as of July 1952. (See OTR "Sum_
KIP!!!!!!!!!!!!!' July 23, 1952, Secret, in CIA Records Center.)
4Summarized and evaluated in OTR's history, 1951-52: 1952 version,
pp. 15-19, 43-44; and 1955 version, pp. 8-11.
5In May 1951, for example, the Director of Training told a DCI
M'aff conference that the two "most pressing" needs for courses
within the Agency were for (1) clerical refresher courses and other
'on-the-job" training, and (2) language training. (See minutes of
pals staff conferencel.May 14, 1951, SC-M-181 Secret, in 0/DCl/ER.)
From other evidence, it is apparent that intelligence courses were,
at the same time, in the planning stage, and that training by
outside agencies and academic institutions was already a going
concern. (See below, pp. 109 ff.)
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embarked on operational and intelligence subjects of concern to
the 1)1)/P and DD/I operating offices in particular.'
As to the first of these two broad categories (support-
type courses), a course in "reading improvement" (rapid-reading
techniques) was the first to be inaugurated, about January 1951,
2
and certain "clerical-refresher" courses were organized soon
thereafter, about April. Both of these programs continued during
the two years fol1owing.4
Meanwhile, another somewhat more ambitious support-type course
was planned, from early 1951 to mid-1952, whereby supervisors (at
1In January 1952 OTR took over the DD/P group's covert operational
and support training program; see above, pp. 52-72. For overt
intelligence courses, see below, pp. 109-114.
2
This course was intended to help especially those analysts and
librarians who had to scan masses of documents in their daily job.
Rapid-reading devices had been used in 1950 by OSO's Training
Division, and its equipment was shared with OTR beginning early in
1551. (See OTR's history, 1951-52, 1955 version, p. 7.) From
about January 1951 to June 1952 the OTR course (extending to 30
hours over 6 weeks) had been taken by 474 employees. (Ibid., 1952
version, p. 36; see also ibid., p. 46, which accounts for only248
employees so trained.) According to OTR's evaluation of this
program (ibid., p. 36), the employees' speed in reading increased
from 362 TZ-607 words a minute, and their "reading comprehension,"
from 79.9 to 80.2 per cent. ("Percentage" of what optimum is not
indicated.)
3
The date April 1951 is given in orals history, 1951-52 (1952
version), p. 31. The later version of this history (1955, p. 13)
states that the course was first given a "trial" run, in May, and
offered regularly beginning July 16, 1951. By the end of June
1952, 393 clerical employees had been so trained (excluding new
personnel given initial refresher courses in the Personnel Office's
"Personnel Pool"). See ibid., 1952 version, p. 31; and 1955 version,
pp. 12-13.
4 See footnotes 2 and 3 above.
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;la levels, ::nd in all operrj-dYlg
adiAinistrative offices) would
be trained in the use of the new porsolnel-evaluation forms and
related. procedures ?t,ehich were ',)eing, developed by OTR a.nd the :Per-.
sonnel Cffice (as part of the earger-mnnsgeraent program discussed
,
earlier) 1 . This supervisory trainingprogra,m, besides providing
iastruction in personnel-management techniques, was also intended
to serve ss a device for encouragin direct inter-office con-
ferences and consultation among supervisors (monitored by OTR) on
a variety of internal administrative and rvnaement-control pro-
'piens, in the Irope that specific Problems might be adjusted or
corrected Nith the help of the semin;r t-c'inique. 2 This super-
isory was formally launched in Auust 1952, And during
the nexc, ten months included two related courses, ;iven by what
w then) was called OTR's Nan agement Training Jivision: (1) "basic
instruction on the personnel evaluation form, " which was addressed
a
1 Supervisor training was/necessary prelipanary to the Career
Corps program, according to Col. ,Third's staff study of July 3,
1951, previously cited (especially ,,ab 1, 1. 1, nar. 5) ; OTR'
history, 1951-52 (1952 version), nn. 30""32, 43; and OTR's
history, 1952-53 (prepared in 1955), pp. 13c to 18e.
2
According to 3T,s 'istory, 19:;1-2 (1)52 version), p. 31, such
administrative conferences would help identify 'those problems
ftich required resolution by simnle procedural adjustments and
;hose in which more complicate solutions were required, perhaps
involving training.11 This dual Pdnihistrative-trnining and
p,31agement-consu1bation concept is liso imolied in statements
,.i=chief of 012,0s Manageilent Training Division:
1952-53, quoted in OTIO s history, 1752-53 (prepared in 1955),
pp. 18c to 10e; and in some of lectures in 1953.
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to some 1,200 supervisors between September and November 1952;
and (2) the "human resources" program on personnel relations, which
was attend by some 378 supervisors, "from AD Is to unit chiefs"
(Icith a separate session for the Deputy Directors), between August
1952 and June 1953.2
Aside from administrative courses, there was also a program
of specialized courses for intelligence and operational personnel in
particular, but these courses were not established within OTR until
its second year. Plans had been under way from the beginning (in
1951), and in January 1952 the DD/P's covert training activities
were taken over by OTR, where they were kept compartmented under
a separate Deputy Director for Training (Special), or TRS.3 Next,
1
bout June 1952, OTR established a language training "1aborator3r,"4
Olals history, 1952-53 (1955 version), p. 180.
Ibid., pp. 18d, 18e.
3
See above, pp. 52-72.
4This "language laboratory" was established sometime in June 1952,
according to OTRis history, 1951-52 (1952 version, p. 19, and 1955
version, pp. 28-29). It became one of two principal activities
(the other being the handling of arrangements for outside training)
of what (by July 1952) was called OTR's Language Services Division,
headed by (See OTR "Summary of.. .Courses and Pro-
gram," except 1 iuiy 23, 1952, Secret, in CIA Records Center.)
The planning for this laboratory dated back at least to March 1951,
25X1A9a
when the DCI had suggested that 1111111.e brought into CIA from
Georgetown University's Institute of Language and Linguistics. (See
minutes of DCIts staff conference, May 14, 1951, SC-M-181 in 0/)Cl/ER.)
Early in July 1951, OTR reported that a language laboratory was being
established (ibid., July 9, 1951, SC-M-23; and OTR staff study on
the Career Corps, July 3, 1951, tab M). According to OTRIs history
(1952-53, pp. 28-29), however, did not appear and actually 25X1A9a
begin to prepare the installation until sometime in October 1951,
and by June 1952 it was ready to function.
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equipped with recordings and listening devices, to permit both
self-study and directed instruction in an increasing number of
foreign languages, and a few courses were subsequently established1
to sugplement2 the language programs available at outside academic
and governmental institutions, in Washington and elsewtere.3
The use of external training facilities was not a new policy
tithe period 1950-53,4 nor was it limited, after 1950, to language
fOTR's histories, 1951-53 (1952 and 1955 versions) mention only
one formal language course within OTR (that is, up to February 1953).
That one was in Chinese, and was in the "discussion stage," as of
AaY 1952 (ibid., p. 29). Whether it was actually given is not
indicated. --eithe other hand, the 1952 history (p. 19) reported
I that 84 employees were enrolled in C1TR-conducted language courses
as of June 1, 1952.
2
Both in OTR's plans (e.g., the Career Corps plan of July 3, 1951)
and under the DCI's policy in general (e.g., at the staff conference
at May 14, 1951, cited earlier), CIA's policy on language courses
was to inaugurate courses within CIA only if academic institutions
and other IAC schools could notthem or were too burdened
to accept additional CIA students.
3Courses at Georgetown University and other outside institutions
/
At first, training in Russian was given (beginning about May 1951) dominated OTR's language programs from early 1951 to February 1953.
, only to provisional recruits in the UTG/A holding pool, previously
f
discussed; later it was extended to regular employees as well. (See
011's histories, 1952 version, pp. 19-20, 44, and 1955 version, pp. 6-7,
Ultimately, by 1953, OTR's problem was to arbitrate various
language training requests that apparently exceeded OTR's internal
I and. external resources. Thus, out of 1,239 requests (from the
operating offices) between July 1952 and June 1953, only 250 were
!
approved. (See OTR's history, 1955 version, p. 29.) In any case,
language training occupied a considerable portion of the time of
employees in the operating offices. In ORR, for example, 3.4% of
its total man-hours in 1951 went into training (73% of which was
in Russian and other languages); in 1953 the training time was 4.6%
(of which 52% was in languages). (See ORR's history, "Development
of...am,? Secret, prepared in August 1954 for the Clark Committee,
chapter 1, p. 7.)
i Before December 1950 external-training arrangements had been
tanned by the Personnel Staff and the two personnel divisions
(overt and covert) in the CIA Executive's group.
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training. In 3.951 and 1952 an increasing number of CIA employees
were enrolled (through contact arrangements for which OTR had
responsibility)1 in a variety of advanced courses on subjects
related to matters of CIA intelligence and operational interest.
While OTR had proposed various plans, in 1951, for separate CIA-
operated "graduate schools,"2 including a "University of National
1ntalligence,"3 these plans were for the most part deferred, in
1951 and 1952,4 in favor of an increased use of external
1For a time, late in 1951 or early in 1952, these arrangements
WTO being handled in OTR by a separate division, the External
Training Division. It was responsible for exploring further
training facilities and establishing CIA quotas with them. (OTRIe
history, 1952-53, prepared in 1955, p. 26.)
2
OTRis plans for graduate schools and advanced courses for
"generalists" and "specialists" are outlined in OTRIs staff-study
on the Career Corps, July 3, 3.951 (previously cited), especially
"Introduction," p. iv, "Discussion" section, pp. 13-17, and tabs
K, L, N, and R. This program embraced not only formal courses
(mostly outside CIA), but also rotation-duty assignments and
travel abroad.
3Mentioned in ibid., especially tab K, p. 4, and tab N, p. 3.
The "ultimate purpose" of the advanced "generalist" courses would
be "to produce a Director of Central Intelligence" from the ranks
of the CIA Career Corps (ibid., "Introduction," p. iv), as well
as to produce DDCIls, ADITTTADIs, assistants to the DCI, and
mmbers of ONE's National Estimates Board (ibid., "Discussion" sec-
tion, p. 16). The advanced "specialist" courses, on the other
hand, would train men from whose ranks future Assistant Directors
would ultimately be drawn. (Ibid., "Discussion" section, p. 13.)
4Since no such courses were discussed in OTR's histories for 1951-
52 and 1952-53 (previously cited), the inference is that the plans
were shelved.
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1 .
facilities. Of notable sificancto to YfiLls trainin;,, Dreram were
he Dofense Department's suvoral ;:orvice schools, 2the State
Department's Foreign Service Institute, and a number of other govern-
Irg-it and academic institutions.3
1As with lam:ma7,e training (above), '.1-1e policy courses in other
subjects Was to use outsidu institutiors ae far as feasible, with
e7oected to set up en "internal" gourse "only when the special-
ized nature of the instruction, lack of c.utside facilities, or
security mIce it necessary." (3ee 02a15: staff study on the Career
Corps, July 3, 1951, especially tab:P, p. 1.) 'Enrollment in these
outside courses would =,e subsized by CIA, of course. qbid.)
On the other hand, graduate work by.botehtial Career Corps selectees
(before they were actually brought on duty by Oh) would not be
sabsidLzed, W2'1. had said elsewhere (ibid., "Discussion" section,
p. 6), "since any one who is good enough for this fareer Corps
junior trainee7 program will have no difficulty in obtaining a
fellowship or assistantship."
2 OM was negotiating with the Defense p
Deartrent in July 1951
with respect to some of those schools ( :.see ibid., tab 1)). Other
offices may also have participated. ?or example, in January 1951
the DD/1., rather than (0T,:, was hahdlinr,, arraigeAents with the
National Tar College (see minutes of )0I'a staff conference, Jan. 29,
1951, '2.ecret, in 0/DCl/a);:rid in play 1951 the Assistant Director
of 024J-7, reported having been urged by the commandant of the Naval
'Jar College to have CIA send at 1( art one CIA student to Newport.
(Cee memorandum by ADAJE to PCI, lay 5, 1951, Confidential, in ONE
"chrono files.") By February 1952 the list of service schools at
which CIA had "limited quotas" for uhlishly qualified career officers"
included: the National ./ar college (but snparently not the Naval 'Jar
Ccllege); the Industrial College of the Prmed Forces; the Air War
College; the Army War College; the Air Force Staff College; the Air
Command and Staff School; the Counter Intel1i7ence Corps School; the
Naval Intelligence School; and the Strategic Intelligence School.
(See CIA Notice 111111 Feb. 1952, in CIA -/ecords Center.)
3 See CTR's history, 1951-52 (1)52 version), pp. 20-26, 29-30, 4b45;
and WH's history, 1952-53 (prepared 1935), pp. 24-32. For OTR's
negotiations with the Social Science .,:esearch Council on an "area
studies" program to be divided amon-Y, numerous colleges and univer-
sities, see minutes of LCI's staff conferences, ..arch 19, iqarch 26,
and June 4, 1951, secret, 30-h-12, 13, 20 (in OCl/ER). These nego-
tiations seem to have been abandoned later.
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Training as a support function had ramifications, further-
more, that went beyond both OTRIs courses and those courses that
gere available (through OTR) at external facilities. First of all,
omry operating office conducted some on-the-job training, of one
rind or another, for its new personnel, and every employee in turn,
whether he was new or old to the Agency, experienced some measure
of training opportunity whenever he was rotated or otherwise trans-
ferred from one office to another. Next, certain offices had
particular operating programs that were recognized as having a
particular training by-product value for other offices in the
2
Agency.1 The Foreign Documents Division of 00, for example,
was regarded by its chief as "a good training ground for intelli-
gence work, partly because of the real grasp of a language that
mos from continued translation, and partly because it teaches
the translators from a practical viewpoint what is intelligence
and what is not."3 Somewhat similarly, OCDts Library and its
several, Registers provided experience in certain phases of
Besides the offices in the DD/I and DD/P groups, the administra-
tive offices under the DD/A also participated in giving certain
types of technical training. The Security Office, for example,
regularly handled security indoctrinations and security training
lectures for OTR.
2
Another division of 00 (the Contacts Division) regarded the
debriefing of U. S. officials (returning from abroad) as an
exercise that was primarily of training value. (See comments by
AD/O, in minutes of DCIts staff conference, July 31, 1951,
SC-M-25, Secret, in 0/1)0I/ER.
3
Historical Staff interview with CADD, May 24, 25X1A8a
1955. Many FDD analysts later "g)!!!!!!!!Illito speak, to
important positions in the production and operational offices.
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analysis which, in effect, served to train some of its employees
for ultimate rotation to the production offices or elsewhere. In
another case, ORRIs Photographic Intelligence Division regularly
undertook (incidentally to its production work) to train analysts
in the better utilization of photographic information.1 Finally,
armmber of the production offices, including ONE for example,
sought to Obtain further training for their personnel by subject-
ing them to periodic tours of temporary duty overseas, by which
selected employees would receive a measure of "re-familiarization
...with overseas areas."2 Specific collection or research assign-
mats were expressly enjoined, in such training trips. Instead,
training seems to have been the immediate objective sought.3
1
OPRIs history, "Development...of ORR," Secret, prepared about
Aug. 1954 for the Clark Committee; see especially chapter 1, p. 2
(in 0/DCl/HS files).
2
On these overseas TDY's for "refamiliarization" study and
observation of ONE personnel, see minutes of DCIIs staff conference,
Ju y 9, 1951, SC-M-23, Secret (in 0/DCl/ER); and memoranda by ONE
t)DDCI, Sept. 19, 1951 (Confidential), and to acting DD/I, Nov. 25,
1952 (Secret), both in ONE "chrono files." For other training
efforts within ONE (for example, the use of outside lecturers before
ONE's Board of National Estimates, Feb.-May 1951), see chapter 9,
above, pp. 56-58.
3 ONE personnel who were selected to go on such area-refamiliariza-
tion trips were specifically directed not to engage in collection
tasks, less (it seems) in order to avoid complications with the
regularly established avert and covert collection channels than to
permit them to concentrate on getting the training benefit of (1)
"firsthand impressions" with foreign localities and (2) "informal
=lents" from U. S. intelligence and policy officials whom ONE
was serving. (See especially ONE staff study, Nov. 250 1952,
attached to memorandum by ONE to acting DD/I, Nov. 25, 1952, in
ONE "chrono files.") OTRIs relationship to these overseas tours
is not indicated in ibid.
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A measure of control by 0Th over all of these and other
training processes in the operating offices (a.s reccr:nized. from
the beginning. In December 1950, for example, 3TR was given
responsibility for conducting nor supervising" all training pro-
grams in the Agency, and for developim "in-se-r'vice" training pro-
grams in particular.1 Early in 1253 this responsibility was
somewhat more clearly, in a revised charter,2 which
re-stated,
authorized
including
Offices in
ing."3
OTR to "review" the individual office training programs,
on-the-job training" and 60 "advise and assist the
the development, direction and conduct of such train-
The position and status of oTa in the Agency's general
organizational structure remained, by February 1953,4 a unique one,
1
CIA Regulation No. III Dec. 1, 1950, Lecret, p. WI. (in CIA Records
Center).
2 CIA Regulation =, March 30, 1953,
Center).
Secret, p. 3 (in CIA Records
3 Ibid. One method whereby OTR kept in touch with office training
prugrams Was through Training Liaison Of.ricers(TLO's), who were
appointed in each operating office, usually on the AD'S immediate
staff and responsible to him.
40n March 20, 1953, the Agency's organization chart was re-issued
(by CIA Regulation ibid.), unchanged as far as OTR's position
and status was concerned.
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situated as it was, ,Lrectly under the f)CI, with planning, support,
and superviso 1ry responsibilities combined in one unit, and in a
unit that was (in personnel strength) several times larger than
the rest of the Director's office taken to7ether. 2 In addition,
OTR's position with respect to the Agency's main support group
(the )D/A offices) was an unusual one, especially in relation to
the Personnel Office, 3 with which OTR 6hared many aspects of the
career-development program in 1951 and 1952. This close relation-
ship between them, with Personnel concerned essentially with nthe
recruitLlg of trained personnel" and with Training concerned with
As of Februar
totalled
total au
instructional and administrative staff
ersonnel. Its
(See memorandum
by Director of Personnel to Historical Staff, March 2, 1956, Secret,
containinr, personnel statistics, 1950-53. Whether these figures
also included trainees on OTR's TA, is not known.
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1
Tithe training of recruited personnel," was evident enough, even
if it was not entirely resolved organizationally, by February 1953.
One top-level recorrunendation, made in 1951, would have re-united
2
them under the DD/A, and one temporary =me, carried out in 1952,
actually resulted in the Director of Training serving for some weeks
as acting Director of Personnel as well.3 It was not until after
February 1953, however, that the two offices were officially brought
together permanently in the same administrative-support group)4
I See below, pp. 1394.0.
2 About October 1, 1951, the DD/A (Walter R. Wolf) proposed to the
Director of Personnel (F. Trubee Davison, who had come on duty the
previous July), that OTR and the Personnel Office be united (along
with the Medical Office) under a single Director of Personnel. In
his reply on October 5, Davison agreed "in principle" that Personnel
should have "all functions in the Agency having to do with people,
except finance," in accordance with the ,iprinciples of sound manage-
ment organization." As a practical matter, however, Davison con-
curred only about the Medical Office and felt that the "integration"
of OTR into his office "is a little more difficult," since (1) OTR
was responsible to the DCI, (2) it "has a large and growing program,"
and (3) "the working arrangement between our two offices is unusually
happy." (Memorandum by Davison to Wolf, Oct. 5, 1951, Confidential,
in DD/S "O&M 5" file.) This proposal was marked "keep...for future
reference," by (the Assistant DD/A), but was 25X1A
evidently never carried out. The occasion for Wolf's proposal may
have been the career-management program, which was at that moment
being launched. (See above, p. 102-3.)
3 Colonel Baird, Director of Training, served concurrently as acting
Director of Personnel, from about April 1952 (sometime after Davison's
departure, which was announced on April 7, 1952) until August 1$
1952, when Lt. Gen. William H. H. Morris, Jr., became the new Direc-
tor of Personnel. (See minutes of DCI Is staff conference, April 7,
1952, SC-M-35, Secret, in 0/DCl/ER; and. Notices 25X1A
and 1 July-Aug. 1952, Secret, in CIA Records Center.)
4 In Feb. 1955, when the DD/A was renamed the Deputy Director for
Support (DD/S),, he took over a number of additional offices,
including OTR. The nature of the relationships between OTR and
Personnel, under a common Deputy Director, is outside the chrono-
logical limits of the present study.
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,,-cept for certain preliminary details) this program was not
in the Agency's administrative plans for the new fiscal
cnn
-iin-; July 19 150, and it remained to be revived by General
shortly after he became MI, wilen t}le planning responsibility
:t -:;as assigned to the new training office, apparently some-
ate in December 1950.2
Ahile the above summary is a.reconstruction of General Smith's
plans for uniting these four functions in OTR, there is no
evidence at all as to why he decided to shift OTR out of the
c.'s administrative group, and how he reconciled that move with
close relationship of three of those functions (personnel orien-
-ion, provisional personnel pools, and career-corps planning) to
jD/Als normal personnel-management activities, and with his
commitment, in principle, in favor of centralized administration
CIA. The reasons for riving a special status to this new
:.*fice may have derived from what was evidently General Smith's
personal interest in the -development of a "career. corps"
'As of Leptember 1950, CIA had what it caIled an "employee career
gement program," but during the preceding year it had involved
these two "actions": (1) to :prepare punch-card indexes on the
'qualifications of all employees"; and (2) to prepare a "roster of
7 personnel." Its plan for the next two fiscal years 1951-52
beginning July 1950) 'was that: ""Oevelopment and implementation of
_?:ogram will be continued." (See CIA's "Litatement of Management
:.:provements," Sept. i, 1950, p. 2)4, Sc:cret, cited above.)
2(leneral Smith' s instructions to the head of new Office of Train-
ir to give "priority to planning for the establishment of a Career
;Drps" were given orally, probably just before January 3, 1951, when
)1 tras desi7nated an "Office"; so Col. Baird recalled some months
later. (See his memorandum to n(;', duly 3, 1951, attached to OTR
Audy, "A Proposal fbr...a Career .Corps," July 3, 1951, Secret, in
31Dc -
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to which (accerclin7 to OTR) the several DCI te before
"failed to give ...implementin support." 1 Shortly after
..:ionel i3aird cane on duty as "Director of Training," General Smith
,-eoted him to give "priority attention" to "planninl for the
::tablishment of a Career Corps," and in subsequent weeks, at least,
':neral Smith seems to have reff,ard.ed 0Th less as an intelligence
than as an advisory staff on personnel-management matters
,.rlating to the planning of such a career corps. It was in that
in and with some personal pride that General Smith wrote, in
arch 1951, to a top official in one of the other departments, as
:ollows:
I am trying to build up a corps of well qualified men here
who are interested in making a career with the Central
Intelligence Agency. To effect this, I recently established
1ecollection by Col. Matthew Baird, on July 3, 1951, in his memoran-
.'lra to the XI, covering OTR.'s staff study, ,fProposal for...A Career
1
7)rps," Secret, in 0/DCIAR. The historical validity of Colonel
'Baird's conclusions about any "failure" of previous DCIls, 1946-50,
is outside the scope of this su.dy, limited to the period October
i 1950-February 1953. No evidence has been found, however, in the
latter period, to doub't that the DCI and his immediate advisors were
critical of the absence of a. career-management program in CIA, in
October 1950, when General Smith entered office.
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a training section which functions--as much eis I dislike the
term--as a sort of career management office.
Paradoxically,
this advisory responlibility to the DCI. (for
.loping a career corps program)was initially OTR's major function,
,it was not directly mentioned either in its first formal charter,
-ed on December 1, 1950, or in the subsequent revisions on Jenu-
-19 and April 18, 1951.2 This special responsibility had been
nformal" letter by General Smith to John J. McCloy, quoted in
et in CT's history for the period June 1952-Juno 1953 (prepared
e::ay 1955), p. 31 Secret, in G/DCE/eL files. According to that
OTR (p. 2, note 1), there were two letters by Smith on
Ls subject, both to McCloy--one dated January 31 and a "second"
etter on March 17. The author of the OTE's study says that he
.;tnally had seen a copy ce the first letter of January 31, and
:cause of a typographical error) he cites it erroneously as dated
January 31, 1955" (p. 3, note 1); and he oes on to say that the
t
53cond" letter, which he had not seensis "not yet retrieved." A
,artial but more authentic text of the Larch 17 letter has meanwhile
;ctually turned up (and is (looted in the present historical study,
above), in Colonel Baird's lengthy staff study to the DCI on July 3,
951, entitled "A Proposal for...a Career Cors," (Secret, filed in
13Cl/ER). In that more contemporary study (prepared shortly after
)CR was established), Colonel Baird mentions no earlier letter of
januarT 31, and implies that General Smith's letter of March 17 was
4 the one in which he revealed his original intentions on OTa's
hjectives, and so it is hirtly uestionabie, from a historical
viewpoint and in the absence of any other evidence, that an earlier
letter was actually written. In any case, General Smith's correspon-
emce was with an outside agency, on a subject which was essentially
of intra-mural administrative oncern to CIA, and such a letter (im-
portant as it is) woulq be less significant than inter-office cor-
respondence and conference minutes for evidence revealing General
Slith's original intentions and objectives in establishing a Director
of Training as a special support officer in the immediate office of
the DCI. No such records were cited in the alais history, nor have
my been found by G/DCl/HS in other records.
25X1A 2CIA Regulation No. editions of Dec. 1, 1950, Jan. 19, 1951,
and April 18, 1951, in CIA records Center.
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st'ed, instead, orally to Colonel i.ird, probably on January 3,
eLif not earlier.' It is clear, nevertheless, from OTWe plan
.a career program, submitted to the Director the following July,
?
:11 end from the many inter-office conferences and committee meet-
on career management that followed rinrieg the next twelve
?:,hs) to August 1952, that the planning for the new Career Corps
the principal preoccupation of Colonel Baird and many of his
-ediate staff during most of the first twenty-six months of UTZ,
to Zebruary 1953.2
3esides serving the DCI as a planning officer in 1951 and
52,30TR also had o variety of support relationships to the rest
*)n July R, 1951, Col. Baird recalled that he had received certain
:arbal" instructions on career planning from General Smith at the
eee of OTR's "inception, six months ago today." (See his memoran-
t Into the MI, July 3, atLached to study, "Proposal for...a Career
::rps," July 3, 1951, ccret, in o/pci/La). A different interpre-
:ation of the origins of OTR's planning responsibility is in OTR's
listory for 1952-53 (Secret, prepared in 1955), which concludes
3, 4) that the charter of Jan. 19, 1951, lid give the Director
*,f'iraining "specific" authority for the development of a career
,!;';aff plan with the courses that would subtend it." For text of
at charter, see Annex G, below.
23TR's history, 1952-53, Secret, nassim, in 0/DCl/HS files. The
t:elationship of OTR's career-management planning and the DD/A's
,rsonnel-management activities are discussed later in the present
30TR's seecial relationship to the XI was apparently modified in
February 1952, when a new organizational order announced that hence-
forth the Director of Training "reports to the Deputy Director of
.entral Intelligence" (that is, to Nr. Dulles). (See Notice
) :0). 13 1952, Secret, in CCA tecorus Center.) OTR remained,
4
he Agency's organization chart, as responsible to the Director's
25X1A ffice. (See -egelation liarch 30, 1,153, Secret.) Whether its
i special relationship to nenerel Smith and ler. ewlles in 1951 and 1952
a::tended to other fields be ,ides career management is not known from
any records used in this study. In any case none are mentioned in
M's histories for 1951-52 and 1952-!13 (on file in 0/DCl/H5), nor
in the revised charter of OTR of March 30, 1953 (cited above).
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e Agency, partly on porsonnel-fmanemont matters related to
career corps, arid partly on training matters inherited from
Personnel ,Staff. or :eveloped la-Vr. The scope of these
.,irect-support responsibilities in 1.951 and 1952, was simultaneously
ewhat broader and somewhat less inclusive than its formal charter
ir,dicated. As announced. by- Regulation in December 1950 and reiter-
ated in January and April 1951, OTRts "mission" was simply to take
:h.arge of "developing ,i1c.1 'irecting all Agency training," but in
:,:actical effect this was not accomplished until much later. In
list of its "functions," announced in the same Regulations,
zaLning "operations" appeared. in fact, to be somewhat subordi-
.1ated to two other related functions: (1) to select and recruit
,cualified personnel for career development," modified in January
1951 to require "coordination with the Director of Personnel" (in
the DWA group); and (2) to "develop" the Agency's continuing
programs for personnel "orientation" and for their "in-service
training," which had been taken:. over from the Director of Personnel
In December 1950.
Of OTRis four support activities, as they were planned late
in 1950 (and ,previously outlined above), the personnel Il?orienta-
tion" program for new recruits was the first to be transferred
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:ye the Personnel Staff, evideatly immediately on December 1, 195.0.1
January 1951 the firse of a series of CiTd's assemblies of new
e.iloyees, called "Agency Orientation Conferences," was announced, 2
ei in February it was convened for the first time, 3 at which the
eeector end most of CIA's key of:acids wore introduced and eiven
e opportunity, extending over most of a week, to explain the
:neral organization of CIA and in, with special emphasis on the
172-ee transfer of this function from the Personnel Office is not
,?;cplained or dated in OTH's history for 1951-52 (either in the 1952
ersion or in the revision of 1'65., both in 0/OCIALS files). The
ete December 1, 1950, is inferred from the fact that the Director
.f.raining was already in correspondence with at least one of the
2perating offices (GOD) on December 5; see 0.2.a's history, 1955 revi-
sion, p. 5, note S. The prior history of this program in the Per-
sonnel Office, before October 1950, is not mentioned in that history
and is outside the scope of the present study as well, but
I :he fact of that program is evident from CIAts Budget Estimate of
Sept. 1, 1950, and the Agency's organizational manual, (CIA Regula-
25X1A; e1on M, previously cited.
2 AccordinF.); to OTRI s history for 1951-52 (1955 ed., ? p. 5, citing a
'Itentative" schedule), this course was "announced...on 29 January
1951." Actually it was not announced throughout the Agency until
25X1A :'eb. 6, 1951, by CIA Notice ',(in CIA Records Center). The
announcement specified that all new employees since Oct. 1, 1950,
would be expected to attend..
3Feb. 13-15, 1951; see course outline and disc recordings, in prrit
files.
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-,nt reorganization Which was then coming to a conclusion.1
:3
nference" subsequently beceme a r arterly (then 3-times-a-
affair, and by mid-1952, it had been attended by almost
.:_vees, including, by then, some of the older employees as well.2
nning in November 1951, a second, briefer "indoctrination" pro-
eleeas launched, consisting of about three hours of lectures,
correspondence has been seen, for December 1950-January 19511
,elch would explain more cleerly the intended purposes of this pro-
According to OTR's history for 1951-52 (1952 version, Secret/
34, in 0/D1/HS files), the need for explaining the rcorganiza-
:on of to new employees was, indeed, the primary object
be served, Most of the early "orientation conference" lectures,
IVoruary, and April and June 1951, did, in fact emphasize (in
e7:e cases in great detail) the issues in the current reorganization
1 Hsc 1-ecordings, Secret, in OTR files). If that were the princi-
:11purpose, it is difficult to understand, historically, why these
:ectures were not presented, instead, to old employees, who would
ee'e readily have recognized and understood the issues discussed,
:ther than to new employees (like the present writer, who attended.
!;1June 1951) who could, hardly be expected to recognize, let alone..
e)preciate the fact that CIA had any organizational issues that
:eeded explaining. In any case, old employees were admitted later,
7crobably not until about March 1952. OTI0s history for 1951-52
reerise,d edition of 1955, p. 5) does not give the date of this re-
used policy, but does say (in August 1952) that this conference was
clOnally" opened to "all Agency members Zemployeeg who had not pre-
viously attended," (ibid., p. and that in March 1952 it was made
'Iandatory for all em)loyees GS-5 and above,, who had not previously
had it (Ibid., p. 5, note 7 paraphrasing CIA Notice 111111 March 101
1952).
20n the policy of attendance by older employees, see footnote above.
On the total attendance figuresy June 1, 1952), see OTR's
history for 1951-52 (1952 version), previously cited This
Lure would seem to indicate that somewhat less than a third of
21 employees, old and new, had actually attended' the "Orientation
Conference by mid-1952. '
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-ee a week, to all now employees, with emphosis on personnel-.
:ecueity 'Practices and on the employee's adminietrative relation-
to the Agency's organization in genera1.1 By June 1952 some
new employees had gone through this three-hour lecture
eries, as part of their entrance.-oneduty procedure.2
Although these one-week and three-hour presentations were
elV rarely called training courses by OT R,3 and apparently were
tintended as such,4 they did support the personnel processing
25X9A2
10TR's history, 1951-52 (1955 version), 0. 5. This study gives two
enaictin:e dates for the first "indoctrination" course--Nov. 1951
id., n. 5 of text) and Nov. 26, 1952 (ibid., p. 5, feotnote 7).
.19l date i? probably the correct one7-7br a description of
he course and its place in personnel-induction processing, see OTRIs
:istory for 1951-52 (1952 version), pp. 32-34; for an evaluation of
its effectiveness, see ibid., pp. 45-46.
2The figure 2,621 is given by OTR in ibid., p. 34.
3They were classified, rather, as "briefing s" and "presentations,"
and directed (along with other kin.es of presenations) by the Oriente-
tons jfficer, later (about September 1951) renamed the Oriental,
and Briefing Division (headed throughout this entire period by
These presonta:cdons were always kept separate from O's
.3.17.eral "training divisions," of which uhere were three, by July 1952.
(O11 Urn's training courses, see below pp. 105-12.) Other types of
'presentations" by OTR included, for example, lrctures at Defense
and State :)eparbmcnt schools, showings of foreign motion pictures
landled jointly with OCD's ,4raphice =ee,:ister), and the "CIA Pre-
5,:idGations Program," begun in ..uust 1952. The latter program was
kT AD's, ];AD's, and Division and Branca chiefs, and consisted of
Llks (by AD's) by which OTR sought to "improve Agency internal
relationships and morale and stimulate teamwork throughout CIA."
kSee Notice July 21, 1952, in CIA -.1,ocords Center.)
4One of CATR's histories for this period (the 1955 edition, p. 5,
previously cited) concluded that the "orientation" course was re-
garded as "a necessary preliminary" to the career-service program;
but the relationship is not explained.
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--:;cedure .nd evidently supported it They provided a glimpse,
least, into the othorwise tightly compartmented offices that made
o Agency, a further appreciation of the general security poli-
and practices that affected n1 1 employees, and a morale "lift"
seeing in person many of the in in charge of the Agency's
bstt,jvC and administrative programs. 1
A second early personnel-sup7ort activity of OTR, intended
this case to serve directly the Agency's recruitment programs,
n) to ,ake over and expand the Personnel Office's "training and
pools,"2 beginning about April 1951. The personnel pool
was a device, under the useful guise of "training," that had
sen used experimentally by Personnel, 3 before October 1950, as a
-!alis of improving the Agency's competitive position in the labor
%ricet, and reducing at the same time the demoralizing effect of the
=essarily long security-clearance delays on applicants under
-ec-uitment. Under this program recruits could be quickly appointed,
1Another estimate of these programs (in OCR's history, 1952 version,
h6) was that they provided all.new employees with "a uniform
-21derstanding" of the Agency's "policies..., objectives, and 5.perat-
inf principles."
2 O'CR, s history for 1951-52 (1252 version, p. 37; in OrDCl/rIS)
implies that these braining pools were first set up in 1951.
actually they had been used before. For t'ne situation before Octo-
ber 1950, see chapter 10, above, pp. 77 ff..
3
This office was known, up to the fall of 1950, as the Personnel
"Staff"; see above, pp. 21 ff.
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r:tie they were still in the "provisional clearance" stage, to
oat was represented to them as "training" assignments. Partic-
;:,arly in the case of recruits who were in danger of being lost
v; the Agency (in favor of another employer with less rigorous
:;earance standards), they were given temporary assignments and
:f.l'ered a variety of worthwhile, unclassified work projects,
,-cluding unclassified study courses, to occupy their time pending
;?,0.1 clearance and regular assignment. This program had. been
tr?anded by the DD/A, in January 1951, to accommodate an increas
,Ags number of recruits awaiting processing for the DD/P group, in
:..L-ticu1ar,1 and in subsequent months these holding units were
-7adually turned over to OTR to operate.
In April 1951, the first of these pools was re-established
aff s management--specifical_13 the pool for intelligence
caly' sts and other "non-covert, professional employees" of GS-5
and higher grades.2 This group of provisionally-cleared appointees
1 In January 1951 OPC requested that the DD/A establish "training
i and holding pools" for specialized support-type personnel awaiting
t full clearance and overseas duty, especially personnel (recruited
? i against OPC's Tb) intended for supply work, personnel management,
t and security activities. (See memorandum by ADAC to DD/A, Jan. 31,
11951, Secret, in DD/S "O&M 5" file.) By August 1951 the DD/A had .
Let up "administrative training pools," totalling positions,
divided into seven units assigned (respectively) to the Personnel,
Isecurity, Administrative Services, Procurement, Finance, Medical,
and General Counsel's Offices. (See memorandum, Aug. 24, 1951,
Secret, in ibid.) Whether these pools were all transferred later
Ito OTR is not known.
; .
See OTR' a his tory, 1951-52, including 1951-52 version, pp. 37-38,
and 1955 version, p. 6 (both Secret, in 0/DCl/HS files); and CIA
?5X1A iNoticeMB, June 9, 1952, Secret (in CIA Records Center). Details
as to the predecessor of UTG/A, in the Personnel Office, have not
been found. /\
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leis organized by OTR into a so-called "Unclassified Training
::oup (UTG/A)., where they were provided with a 6-weeks series
unclassified courses dealing with intelligence concepts,
;oternauional relations, "general administration," and "reading
.n:rovement."1 If after six weeks a recruit was still not fully
ared, he was put to studying Russian or given a "full-time
k project" (using unclassified materials) assigned by the
sponsoring office. By June 1, 1952, some 235 appointees had gone
-..rough the UTG/A program, and of them 185 had studied Russian
a well.2 At the end of June 1952, UTG/A was discontinued.3
Similarly, for the covert offices provisional recruits were
aganized into separate "training and holding pools," which
eluded (by August 1951)4 separate units for operational personnel
????????????????16
"Reading improvement" was also a course open to fully cleared
personnel; see below, p. 107.
2
0110 a history for 3.951-52 (1952 version), Secret, pp. 37-38.
:he Russian language course offered as a supplement to these
provisional recruits was variously described as 6 and 8 weeks
:ong. (See ibid., p. 38, and 19% version of OTRIs history,
p. 6, both Secret, in 0/DCl/F1s files.)
3Ibid., 1955 version, p. 6. The subsequent holding-pool
cr?a?ngements, if any, after June 1952 for handling the provisional
recruits destined for the DD/I offices are not explained (ibid.,
p. 6): nor are they mentioned in OTRis history for 1952-537rn
')/DCl/IE files.)
See above, p. 88, note 1.
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gd others for covert-administrative personnel of the higher grades.
. sonetime in 1952,1 some if not all these pools were re-grouped and
renamed the Interim Training Branch (IT/t), and transferred to
0.2 A third holding unit, called the "Personnel Pool)" handled
clerical and other "non-professional" recruits in the lower grades,
and was operated by the DD/Ats Personnel Office until January 1952,
vilen the training operation was transferred to OTR, leaving the
DIVA in charge of administering the Poo1.3 In July 1952 this Pool
io renamed the Interim Assignment Branch (IAB).
In summary, it appears that the unclassified training and
work projects that were actually accomplished by all these three
'The transfer date is not given in ?IRAs histories (cited above),
Hach imply, instead, that the ITB program was initiated (rather
than absorbed) by OTR. The earliest reference seen to OTRts con-
trol of the ITB is June 9; 1952 (see CIA Notice Secret, in
CIA Records Center), but the transfer probably occurred earlier.
?TVs history, 1951-52 (1952 version), pp. 38-39. The ITB pro-
vided these provisional recruits with unclassified study and work
projects of interest to the sponsoring DD/P offices, such as
",specified research projects, required reading, and area familiar-
(Ibid., p. 39.) .0TRIs "estimate" of its various pro-
gams (ibid., pp. 42-47) does not include an evaluation of the
1.1$,IITT7E; or IAB programs.
' The date January 1952 is given in ibid., p. 39) while March 1952
was the date of a "memorandum of understanding" between OTR and the
Personnel Office (mentioned in ?TVs history, 1955 version, p. 12).
lnds arrangement of joint management by OTR and the Personnel Office
was not announced, however, until July 50 1952; see CIA Notice
25X1A 1 Secret (in CIA Records Center).
,4As of June 9, 1952, this unit was still officially called the
"Personnel Pool." A month later it was renamed the Interim Assign-
lacmt Branch, or "IAB." (See CIA Notices June 9, 1952, and
25X1A July 5, 1952, both Secret, in CIA Records center.)
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holding pools were regarded as a useful by-product that surely
wsfited both the .sponsoring offices and many of the provisional
recruits assigned to them. In this context, training represented
the effect rather than the cause, in the history of the establish-
omt and administration of this interesting recruitment-support
1
device, and in this phase of recruitment OTR played a significant
role and developed courses that had a by-product value for its
Maar training operations as well.
A third personnel-support activity undertaken by OTR,
beginning early in 1951, was an outgrowth of its advisory and
2
planning work on the Agency Career Corps (previously referred to),
and in this case involved OTR directly in the Agency's manpower
procurement operations and (later) in its personnel rating and
rotation systems as well.3 In connection with its preliminary
planning for a career corps, OTR perceived the need for what it
1 The total number of provisionally cleared personnel who were held
in these several pools between October 1950 and February 1953 is
not known. As of August 24, 1951, t (at that
25)(9 moment) was IIII (See memorandum by special
assistant to the DD/A, Aug. 24, 1951, Secret, in DD /S "O&M 91 file.)
2
See above, pp. 79-83.
3
For purposes of historical discussion of CIA's administrative
iand support services, a distinction is made here between OTR's
(1) advisory and planning responsibility to the DCI for developing
Iproposals for career-corps management, including personnel-
management procedures and training courses (ibid.), and its
1(2) support operations in the actual recruitigEE, evaluation,
;training, and assessment of personnel, described below.
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called "a limited and elite group,"1 which (while it would draw
eventually on experienced personnel within the Agency) would
initially be built upon a "nucleus" of carefully chosen college
zdergraduates and graduate students still to be recruited, by
0, from selected academic institutions.2 Under this plan,
1
This phrase, which became probably the most controversial part
i of0TR's plan (after it was formally circulated to the operating
1 offices in August 1951), seems to have been OTR's phrase, and was
,
first used in OTR's staff study proposing a career corps, July 3,
i. 1551. (See especia)1y Tab I, p. 1, previously cited; see also
urfils history for 1951-52, 1952 version, pp. 13-141 and 1955 var-
don, pp. 8, 13.) OTR seems to have attributed this phrase how-
ever, to General Smith, when OTR asserted in July 1951 (staff
k study, Tab I, p. 1) that by its plan it had "carried forward the
i
conception of a limited and elite group implied in General Smith's
letter to...MCCloy, 17 March 1951." (See also OTR's history, 1955
I
edition, p. 13, attributing "small elite corps" idea to Smith,
without citing any source for this conclusion.) From the viewpoint
1
of historical evidence, no such inference can be drawn from General
Smith's letter (see partial text of that letter in OTR's staff
study, p. 1, as well as in the present study, pp. 80-81 above).
4
In that letter of March 17, Smith spoke only of "a corps of well
Iqualified men...interested in making a career with the Central
Intelligence Agency," not of any "elite,' corps. Smith, in fact,
later (in September 1951) vetoed the idea of a "small elite corps."
(See below, p. 101.) Whether his view in September was a shift
' from what OTR inferred from his letter in March, or whether he had
consistently opposed an "elite corps" during this entire period,
isnot known, in the absence of any other records of his views
available to 0/DCl/HS.
2 OTR's history, 1951-52 (1952 version), pp. 16-17. The 3.955
'v2Vdetlatth 7xcatsc becomeI t=1; f concludes
clialrlh
1 referred 4D:67,11 citing (again) Smith's, letter to McCloy in March
1951. This Interpretation of a "nucleus" is somewhat at variance
with OTR's plan of July 3, 1951 (cited previously), which, while
t
it did urge the need for such a recruitment program "at the junior
level" and a program for special training and attention to these
recruits, went on to say emphatically that "the Career Corps it-
self could not and should not be recruited from without the Agency,
but rather should be selected from those employees who have demon-
strated their ability through a period of service in the Agency."
(See covering memorandum by Director of Training to the DCI, July 3,
1951, Secret, attached to his Career Corps staff study, same data,
previously cited.)
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which was developed by OTR between January and June 1951 and sub-
rdtted to the Director on July 3,1 these academic recruits would
if !Deselected, hired, trained, and evaluated by OTR, then rotated
along the CIA intelligence and operational offices,2 further evalu-
ated and assessed by OTR and the using offices, and eventually
,Imloped; into members of the Career Corps, along with older and
experienced employees who would meanwhile also have been selected,
. trained, rotated, and assessed for membership in that "elite"
corps.
, 10TR evidently had not expected to submit its plans to the DCI
as early as July 3, but was prompted to do so by whatappears to
have been a leak to the press. Thus, Colonel Baird told the DCI
(on July 3) that his planning work "merits more than a six-months
' attack by my limited staff," but that he was "impelled" to submit
his plan now because of "the recent news release" on the Career
Corps program. (See memorandum by Director of Training to DCI,
July 3, 1951, Secret, covering his staff study, "A Proposal for
the Establishment of a Career Corps.")
It is not clear, from OTRis histories for 1951-53, previously
cited, whether OTR's recruits for basic training were, in fact,
to be assigned to both the overt and covert offices. The 1955
version (ibid., p. 19) suggests that by 1953 students were
coming only from the DD/I group. The OTR plan of July 3, 1951
(previously cited) nevertheless called for Agency-wide basic
training, and General Smith himself had said earlier (in March
1951) that "I do not want this basic training compartmented, and
I see no difficulty in handling it under centralized direction."
(Quoted in OTRIs history, 1955.version? p. 4). Whether General
Smith was referring to the "basic" course, or to the Agency-wide
"orientation" course, is not clear from the context of his remarks
as quoted in that history (ibid., p. 4).
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-lupe
In January 1951 the selection and recruitment of such
Waified employees for career development" was recognized as
otts No. 1 support function, in its official charter of missions
andfunctions. By that charter, OTR would undertake this support
operation "in, coordination with the Director of Personnel."2
accordingly, some weeks later a special T/0 allotment of 100 "pro-
fessional trainee" (PT) positions, to be filled from academic
sources, was granted to OTR ,3 in addition to its regular T/0 for
instructional and administrative staff. Contacts were established
VOTR (evidently in collaboration with Personnel and 00's Contacts
Division) with a number of "quality universities and colleges"
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CIA Regulation No. editions of Jan. 19, 1951 and April 18,
1 1951, Secret (in CIA "lords Center), both list career-recruitment
as the first of its three functions. In the Doc. 1, 1950 version
(ilid.), this function ranked as No. 2.
2
OrRls responsibility to coordinate with the Personnel Office was
not explicitly mentioned in the charter of Dec. 1, 1950 (ibid.),
presumably because at that time training and personnel were co-
equal functions under the CIA Executive. The phrase first appeared
on Jan. 19, 1951 (ibid.), after OTR was separated from the DD/A
group.
3 This T/0 of 100 training slots had already been allotted to
OTR by July 3, 1951 (see OTR staff study on the Career Corps,
MY 3, 1951, previously cited, especially "Discussion" Section,
p. 1); but exactly when this T/0 was authorized is not known.
With this T/O, OTR expected to recruit annually between 200 and
300 "Career Corps Selectees" (ibid., p. 1).
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eqected in urtt by a consoleet reteined (-arly in 19q1) for thin
nee9ose,1 and actual recreibment was econ unler way (orobelely by
:arch 1951).2 An initial course in "bode" or "general" intelli-
cnce was 'eveloped by 0L2's staff, betoreel February and April
1951, in which these junior trainees would be initially enrolled,
end in July it was given for the first time.3
1By February or .larch 1951 OTR's staff included a consultant (a
dean on leave from one of the universities) whose principal job
over the next 18 months was to select junior "professional trainees"
from selected schools. (see OTR's history, 1-51-52, 1955 version,
'ID. , 9-10). By July 3, 1951, b8 colleges and universities were on
C12,0s select list. (See OT.: staff study on the Career Corps, July
3, 1951, "Introduction," p. ii, Jiscussion," pp. 3, 5, r1-0 Tab Bo
List of Institutions in dhich Centects should 20 Established.")
No more than two rcruibs would ee hired from any one school, in
order to "avoid Ivy League concentration," so UTA wrote in July
1951 (ibid., "Discussion" section, p. 5). Under these recruitment
arrangements, OTR's job was to "operate the contacts /With the
colleges7 and...monitor the testing and recruitment in consultation
uith Personnel." (Ibid., "Introduction," p. iii.) Other colleges
(outside the selected list above) would, however, be haadl-d
directly by the Personnel Office, as part of its "normal 5ecruit-
reng ac:avitims" (ibid., p. ii, and. "Discussion" section, p. 5.).
For later history, see below, p.105.
2 OTR's histories for 1951-52 (1252 and 1955 versions) do not
establish the date, but imply (1955 version, p. 10, footnote 18).
that OT-2,'s recruitment program was under way by March 21, 1951.
Nor do they indicate (ibid.) whe , the 'irat trainees were actually
on duty. The implicationoeain, is that this occurred sometime
after June 30, 1951. (.hus, no on-duty trainee figures are listed
for June 30, 1951, in the first of UTRIs semi-annual personnel
statistics (ibid., 1952 version, unnumb-red appendix). By Dec. 30,
1951 (the next reporting period), some 11,5 ills had been hired by
OTR and were on trainee duty. (Ibid.)
3A program of "basic" intellig ace instruction, variously called a
course, curriculum, and school, was developed between February and
April 1251 by and ohers of the OTA staff, and was
scheduled to be given, :'br the first time, on July 9, 1951. (See
OT's history, 1955 version, previously Gibed, p. 8 0,71d footnotes.)
Basic training for PT's should not be confused with training in how
to produce "basic intelligence," that is, National Intelligence Sur-
veys, The preparation of an NIS was to be a project of one of the
later advanced courses for specialists. (See OTR plan of July 3,
1951, peeviously cited, Tab K, D. 2.)
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Neanwhile, a 2sycho1o7ioa1 6taff -e also or7arized in
between January an' l June, ho (ievelol fttnoss-repoot forms,
,evise and procure testin- materi 1als, alld otherw-Lse nrepore to
.ricertake what was eventually called an HaEsessment end evaluation
2
rwram." These appraisal oroccdures were to be applied jointly
JiCTR, the '2orsonnel Office, rrd hc-) employer office:, as they
valuated each of these junior selctees continu ?)usly through his
successive staes, first as on applicant recruit, and trainee,
then as a regular employee on duty and a rotation,
-anal-fledged member of the Career Corps.3
and finally, as
1OTR expected to rely heavily on the commercially available
already under contract with CIA.
k,)ee uTR. staff study, July 3, 1951, previously cited, especially
uDiscussion" section, p. 5, and Tab C.)
2-
ULZ's history, 1955 version, pp. 14-15, 33-37. The Psychological
Staff of Ola (as it was called by Colonel Edrd on July 3, 1951)
;K;s established some time in the ..1pring of 1.91 as follows. In
January the Chief of the Assessnent Staff of the Training Division
(covert) was transferred from the DD/2 groun to (YTRI in order to
:lanrae this activity (Ibid., p. 36). In Larch he nroposed to
establish a Division of Psychology, but L.TR's history implies
p. 36) that the proposal was shelved. In any case, a
177737ological Staff" was actually functionin by July 3, 1951,
-Len its work was mentioned in Colonel Baird's staff study on the
C,'-weer Corps (previously cited; see especially ",'/iscussion" sec-
tion of that study, p. 5).
3See OTR's history, 1951-52 (1955 version), pp. lh-15, 33-"'7; and
JTR staff study on the Career Corps, July 3, 1951 (previously cited),
5specially "Discusion" section and the followin-c "tabs" bearing on
'..j-lese personnel appraisal procedcres: C,2eslan2,- and Assessment...;
Evaluation...Durin; Training; I, Identification of Career Corps...;
J, Evaluation of Outstanding C,ndidates...; X and NI Rotation Plans...;
1.11Praisal Form; and Skimmer Chart.
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By the end of June 1951 OTR's recruiting, evaluation, and
initial-training program for these 100 career-service selectees
were partially under way, and on July 3 Colonel Baird (the Director
0f Training) described the progress to date, in connection with
subnatting his comprehensive staff study to the DCI, along with his
oproposal for the establishment of a Career Corps" in CIA, and
;with it) his plan for OTR's own activities in the months ahead.
In that study of July 3, OTR proposed a Career Corps that
vould be restricted, first, to "non-clerical personnel" of grades
G3.9 to 13 (as "the most likely career group," OTR said), and next,
further confined to an estimated 30% to be selected from that cate-
1
pry. Such a group would be a "limited and elite group," and one
which was "implied," OTR said, in certain views expressed by General
Smith in March 1951.2 Along with this basic proposal, OTR presented
avariety of recommendations on the Agency's personnel-management
system in general and on career management in particular, based
(am said) on a survey of "ten or twelve comparable industrial
plans," on career-management plans of the Navy and the Air Force, and
on a study of CIA's present efficiency-rating system.3 Included in
1
Ibid., tab I, p. 11.
2Cin the authorship of the concept of
see above, page 92, footnote 1.
3CM staff study on the Career Corps
(previously cited), tab I, p. 2.
"a limited and elite corps,"
proposal, July 3, 1951
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the detailed plan of July 1951 were a further Tb O of 123 "trainee
slots" for OTR and the operating offices to administer jointly;1
wised procedures for the classification,2 evaluation,3 and rota-
den4 of employees; new courses for the advanced training of
mreerists;5 and certain special employee benefits for them.6
1
Ibid., tab H. Of the 123 employees to be hired and trained by
cer/785 would go to the DD/P group, 26 to the intelligence group
(then under the DDCI), 9 to the DD/A group, and 3 to the 0/DCI.
Of the latter 3, 2 would go to s staff. Presumably these 2
trainees would be groomed for instructional work, in particular,
since all 123 would be OTR trainees (in all specialties), to be
administered by OTR.
Ibid., especially tabs I, K, and N, and unnumbered appendix
flAppraisal Form." The personnel classifications (in the latter
appendix) included four basic types according to OTR: (1) "opera-
tional" (the "extrovert and man-of-action" type); (2) the
nanalytical-research" type ("the professional or specialist" with
nen absorbed interest in new factual minutiae" and a "feel" for
analysis); (3) the "administrative" type (one "with a large facility
In picking the flaw and in saying, no"); and (4) the "technical"
type ("the technician, the linguist, the engineer, and the scientist").
mmther classification (within each of these 4 groups) was the
'generalist" and the "specialist" (see ibid., "Introduction," p. iv,
and "Discussion," pp. 12, 13, 15). No iii-retion was made of the
numerous occupational classifications used in the punch-card program
of 1949-50 (mentioned earlier in the present chapter).
3 OTR staff study, July 3, 3.951 (previously cited), especially
tabs CI G, I, J, K, and Ns and tabs on "Appraisal Form" and "Skinner
Chart."
4 Ibid., tabs K and N.
5 Ibid., tab Q. The plan for employee benefits, addressed chiefly
te-IrEgrdship" or "hazardous" occupations in clandestine operations,
were based in part on ideas developed by a DD/P "task force" on
'nights, Privileges, and Benefits of Covert Employees and Agents."
6
: Ibid., tabs E, F, K, L, M, N, PI and R. Another tab (tab "0")
t cOVered the possibility of CIA giving training to career, employ-
ees of the IAC agencies, especially of the Army, Navy, Air Force,
and State intelligence agencies. This proposal was apparently not
implemented (as of February 1953, the end of the present study).
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Certain reorganizations of personnel management work, finally,
were included in OTR's plan of July I951. In pnrticular the plan
called for a ;Career Development S-`,.aff (presumably to be located in
CY21:Z or in the Personnel office), laBoard for Examination and Review
nat the Director-Deputy 7Diroctor level," 2 and individual Boards of
7,eview "at the Office level" (each one with that officels "Training
Liaison Officer" serving. ex officio as the 5ecreta2y).3 At the
bottom echelons each supervisor would also participate, to the
erteAt of an annual appraisal of all the e7oloyees (career seleC-
tees or otherwise) under his immediate supervision, with an
emphasis "away from ratinc7 (the Civil Service concept)" toward a
system of discovering what an employee "can" do, and what might
be done to "improve and urepare" him or her for "higher level service.115
tab I, p. 2. It was not indicated which of these two
offices would take over 'the proposed Career Development Staff.
(Ibid.) Later this Staff was assigned to the Personnel Office,
2
I, pp. 1-2.
3 Ibid." tab I, p. 2. The Training Liaison Officer (MO) was nor-
mally a member of the administrative section of a given intelligence
or operational office.
Ibid.., tab I, p.
Ibid., tab I, p. 1.
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