AREA AND LANGUAGE TRAINING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-06369A000100050004-9
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 31
• Document Creation Date: November 16, 2016
• Document Release Date: March 6, 2000
• Sequence Number: 4
• Publication Date: August 18, 1954
• Content Type: MF

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CONFIDENTIAL
MEMORANDUM FOR, Director of Central Intelligence
SOBJECTs Area and Language Training
AEFEWJet: OTR Staff Study, "Area and
(attached herewith. as Tab J.
MG 18 954
June 1954
To recommend a program of action to equip the Agency with area-and.language-
trained personnel commeneurate with its needs.
2. fisailmaj.,N2L/11.41
See Staff Study, Tab A.
3. AssPmfliows
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The effective DD/P operator needs to be equipped with three general types
of knowledge or capability if he is to be effective in terms of reliability of
operations and economy of time, :lotion and money.
ar He should be substantively or professionally competent to carry out his
assignment; e.z., a scientific intelligence officer should know his pro-
fessional field; a political intelligence officer should be grounded in
political science and international relations; a reports officer should
know haw to write; etc.
b. He should be qualified in the field of intelligence; e.g., he should
meet intelligence operational requirements.
cep He should have enough knowledge of the language and area context in which
he is to operate to enable him to apply his profeseional and intelligence
skills in an effective, reliable manner.
DISCUSSION
a. The essentiality of profeseioeal competence and intelligence training is
recognized in the Agency. The essentiality of the third area of competence is
not admitted, as evidenced by the deficienaWs in qualifications of personnel to
perform assignments and the mistakes arising out of these deficiencies.
b. Numerous studies emphasise the uecessity for more extensive area and
25X1A language training of Pgency pereoenel. Most notably, th1111111111111111111leeport
recommended that operations be curtailea to the extent necessary to make possible
adequate preparation of individuals to perform the functions for which they are
responsible. This was based on the aasamptions that more area and lan6;aege Know..
a at the .ale of oranization was not to be increased.
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The first aaaumpttonvalid nw as it was when first express
eecond need ot be taken for granted. If the Pgency
essential standards of performance., a cost in terms of training is inv
Same part of that costm..in ptople and time?vast be at the expense of operations,
providing no Table of Organisation adjustments are made. The possibility should
not be ruled out, however, of minimizing the cost to operations through T/0
adjustments and a more etfecttve etilisation of existing Agency resources.
What in needed is a plan for trebling action, based on official reeoe
that provision of appropriate language and area knowledge is important
be provided. Needed too are indications of time required to attain
s essential for various cateeories of personnel. Mese indications are
d in the attached Tabs B and C. Essentials of a plan to approach the
required objectives are outlined in the following recommendations.
10
That the r,ircctor of CntlinteUenc? tasue a statement of Agency
andarde of competence in the fields of language and area knowledge
(A suggested statement is attached as Tab )).
b4 That Qualifications Committee be organized and charged with
responsibility the varying degrees of competence required of various
categories of personnel in order to insure effective and efficient performance of
assigned duties, as provided by the above-recommended policy statement. It is
suggested the., for the DD/P, such a committee be composed of the DD/P Training
Liaison Officers, a representative of the External and Language Training Division,
Office of Treintne, and a senior official concerned with all 11)/P Staff personnel
(both overt and covert).
c. That a Training Plan be developed for e D/P eteff enplane including,
in part, the type of recommendattone provided for in Personnel rvaluation Reports
and that this Plan be the basis for programming recomended training, including
area and language. (Individual plans should be reviewed and revised annually, or
as unanticipated assignments are considered).
44 That for the immediate present, the following program be adopted for
personnel referred to therein:
1. Any parson whose duty aasigrnent involves working with substantive
materials pertaining to a foreign area shall complete an area orientai.
tion course of net less than siety-four hours either in the Agency or
at an aOademic institution. Previous academic training of comparable
quality will be accepted in fulfillment of this requirement. Residence
in the area alone will not be accepted for fulfillment of the revire-
ment. This requirement pertains to all professional and clerical
personnel at Seadquarters and all personnel designated for overseas.
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25X1A he That an incentive mud rogram,
be developed and defined by' the DD/P, in
co tion with OTI, to apply to all persons developing language proficiency
with Agenoy sponsorship (possibly excluding persona who are beeeficiaries of the
Career Development Scholarship Prograe.)
1. That the External and Language Training Division be author
implementation of the recommendations herein creates justification, to increase
its current staff to include a maximum of:
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Particular n
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gnate.:1 for overseas assignment shall receive at
four to one hundred and twenty-eight hours of
the language of the area to which assigned, depende
eulty of the language, or possess fluency
to -01kt of the average student rho hes colapleted this
nenta be athorized a Table of Organization increase of
qualified persons selected and recommended by
for intensive language and area trainine to meet the
compon(Jnt.
I's That
designed to as
*elected, highly tr
should be administered
areer Development Seholaretip Pro ) be created and
nt and possession by the Aeency of a c fulIYe
of language am area specialists. This program
Agencyeeide competitive baste to 431111419 that the
most highly qualified persons may be considered for this program. Tbese persons
meld be trained without reference to current assignments for future eervice
wherever they are meet needed in the Agency. All existing Career Developuene
Slots should be reserved for this program. ((bjectivee ourrentlY served by these
slots can be more than adequately met by provisions of Recommendation e. abovej
the proposed use of those slots should result in their use by a higher calibre
of individual than at present in terms of aptitude, motivation and other essential
considerations.)
g. That the JOT recruitment. I ograa, emphasise the esloction of a small
number of persons (number to be determined, pay five annually) who have demonstrated
ptitude and interest in international affairs or areastudiee such persona bo-
oming a part of the program provided by Reeommendation fg, above.
(1) Eight Slavic language instructora (increase of five).(Need and
justification for this ourrently exists). do not depend upon above
reeommendations).
One Romance laeguage inetruc
of the policy provided in Becomme
nd
t large
One Germanic language instructor (Need dependent largely upon creation
of the policy provided in Recommendation a.).
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ca training o fieers to dev1op, coo
ea coureee (lead and justification c
nd upon above recommendations).
tic eel/artist capable of developing a lang
ogram designed to determine:
n standards of Agency polioy have been met
proficiener
That types of language training are needed by individuals litho
possess some previous experience in the language concerned,
i'he extent of progress that has been made in language training.
ification currently exist. Activity is being conducted
ions imposed upon available time of regular instructors. A
onducted program would immeaserably improve the capability
omponente to provide effective ass nment of personnel end
neey in time, man-power and money.
jo That the authorise OTR use, to a restricted and limited degree, of
persona with language and teaching abilities required to meet unusual and in-
frequent requirements that cannot be ecanomicallymet by personnel permanently
provided on the OfR Table of Organization.
k4 That, having been provided with the facilities recommended herein, DIU
be rssponVole fer providing the functions inherent in the fore
tions.
1. That the foregoing re
Agency as a 'whole.
A tachments
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MEMORANEUM FORE Director of Central Intelligence
SUBJECT: Area and Language Training
. PROBLEM:
juN 28 1954
a. To establish a policy concerning area and language training required by
Agency personnel.
b. To develop a systematic central program of area and language studies for
Field and Headquarters personnel within the Agency.
2. FACTS BEARING ON THE PROBLEM:
a. There is noAgency-wide policy directive or regulation concerning area
25X1A and language training required by Agency personnel.
c. This policy directive makes lo reference to Headquarters personnel, for
whom area and language knowledge is often of the utmost iaportance, and it is
only partially and sporadically observed with respect to overseas personnel.
Area training conducted by the Area Divisions is generally inadequate in both
scope and content. No systematic central programs of area study are now being
conducted within the Agency. Very limited use is being made of available
external programs. These external programs, though the best available, are
unduly expensive and often lack specific applicability to Agency needs.
Language training of good quality is conducted by the Office of Training but,
because of the restricted nature of the requiTements placed upon the Office,
the program does not meet the realistic needs of Agency personnel for language
competence. The facts are that not enough languages are taught to enough
people, nor are they taught intensively enough to achieve the degree of
mastery which many empleyees shouldhave; and too much training is being
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conducted, at great expense, in eeLernal facilities over which the Agency
has little or no real control.
d. There is geneell recognitioe-in-principle throughout the Agency of the
importance and desirability ()fame and language training, but a serious lack
of conviction as to the indispensability of this kind of knowledge as part of
the intelligence officer's professienal equipment. Implementing action falls
far short of expressed interest and intentions. For example, the Agency's
stated requirements for area training at non-CIA facilities during the current
fiscal year totaled 337 individuals, including 107 from DD/P, who would require
basic or advanced training for periods ranging from a few days to a full year
or more. During the first nine months of this fiscal year a total of 36
persons were actually put into such training, including 6 from DD/P.
e# Inadequate preparation of Aeency personnel in terms of area and language
knowledge places an inevitable ceiling upon the level of operational effective-
ness which may be attained, and is reflected constantly as a contributing
factor in instances of operational weakness or failure,
f. The importance of area and language training has been recognized by the
Senate Appropriations Committee enelah stated, in its recent report (No. 1541)
on the State Department appropriation, ?The Committee was concerned with
testimonk to the effect that the Department has not sustained an adequate
training program in the fields of a-ea and language specialization. This
competency is vital :Ln the effective conduct of our international affairs."
3. DISCUSSION:
a. The fact is self-evident that persons engaged in foreign intelligence
activities should have a working knowledge of the countries and areas with
which they are concerned, includia- a sufficient knowledge of foreign
languages to make possible the effective, accurate performance of their
missions. The extent and depth of bhe knowledge required will vary between
Field and Headquarters personnel, with the type of enployee, and with the
nature of operational assigneents, but BOMB knowledge of foreign areas and
languages is essential for nearly all employees of the Agency. Yet training
in these important respects is seriously neglected.
b. Almost daily this Office oeserves the unpreparedness of the Aeenc:, to
perform its mission where area knowledge and language competences are essential
for effective, accurate operations, either overseas or at ;leadquarters. Persons
continue to be assigned abroad with little or no preparation in terms of a
practical understanding of the environment in which they are to operate. In
most languages, even the common ones, the Agency is not adequately equipped,
and in some languages we are totally unprepared to meet operational requirements.
These circumstances constitute a serious weakness in the Aeency's capabilities.
c* It is seldom possible to attribute an instance of operational weakness or
failure entirely to one or another specific cause, but it can be shown that in
a great many cases where operations have gone badly or have failed, or intelli-
gence has been faulty, too little or too late, the lack of area and laneuage
knowledge ha e been present as a oontribating factor. For example:
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(1) A Division of this Office was asked recently to assist
25X1C in finding someone capable of translating conversational
The immediate availability of desired intelligence
depended upon such a person. A survey was made of the
capabilities of CIA, the Department of State, and the
National Security Agency, and not ens person with the
necessary ability was located in ary of these three
agencies. Exploitation of the material in question was
indefinitely postponed, ifeleciate usefulness of the
intelligence presumably was lost; and the time, effort,
cost and risks involved in obtaining it were corres-
pondingly wasted. This is only one of several reported
instances in which there eave been delays, up to several
months, in exploiting foreign language materials because
of the lack of language knowledge among both Field and
Headquarters personnel.
(2) In a country of Southeast Asia where operations of signi-
ficant size and importance are being conducted, one Agency
employee has an adequate command of the spoken =written
language, and adequate familiarity with the people and the
area. He acquired his knowledge during a previous tour of
duty in the country, and now is applying it to good effect
in a second tour. The Area Uvisioa concerned states that
this lack of language ability on the part of the staff is
a serious operational handicap; that indigenous agent
25X1A personnel generally do not speak English; that it is almost
impossible oecauoe of the language barrier;
and that there is a ser oue problem of eaploitation of
documentary material.
25X1A
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barrier, and voluminous reports come to Headquarters for
translation and use. The timeliness of information is
affected seriously, and questions of reliability remain
unresolved, sometimes for months. It is reported that
Headquarters officials have concluded finally that much
of the information reported is highly suspect.
(4) In a Far Eastern area a project rar.for many months, and
produced reports which were considered to be very good
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and received high praise. A subsequent inspection revealed
that the reports were largely fabrications, based on
gleanings from the local press, which the Case Officer was
unable to read,
cy employees assigned to the operation, one had a
working knowledge of the language and the country involved.
He was unable to cope with all the problems of communication
which arose, with the result that interpreters had to be
used in all aspects of the operation. The operation failed,
eecutity-wise and otherwise, with a monetary cost to the
Agency in excess of one nillion dollars ($1,000,000). There
is no specific proof, but rather a strong presumption, that
lack of language knowledge was one of the major handicaps
involved.
nation was revealed as to how the misunderstanding occurred,
but the language barrier undoubtedly played a part.- The
Agency has not recovered it very considerable investment
in the failure.
had seen for the first tie. Little of value resulted
from what might have been a very fruitful possibility.
(8) From this same country it has been reported recently that
a valuable principal agent, has become alienated and may
possibly be lost to the Aaency4s service. Final details
are not yet available, but, it is presently the opinion of
responsible Agency officials that an inexperienced Case
Officer, who is unfamiliar with and insensitive to the
customs and standard of values of the local inhabitants,
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may have given unwitting offense and caused the agent to
devise grounds upon which to discontinue his relationship.
Many more examples exist to support the general conclusion that an
operator can have only partial snceess in his assignment unless he understands
the area in or concerning which he is to work,-and unless he has among his
essential qualifications a knowledge of the language commensurate with the
requirements of his job. It is unfair to the individual and to the interests
of the Agency to provide him with less.
d, On the other hand, there are a great many examples of high4. successful
operations in which the American principal or principals involved possessed an
understanding of and the ability to communicate with their forel n associates.
e. Area and language knowledee are important in relation to personnel
management as well as operational effectiveness. All field personnel, including
families, can make a much more effective adjustment to the overseas environment
if they are given some prior knowledee of the area, including at least an intro-
duction to the lenguage. Their mental and physical health are benefited by
training preparation for the "cultural shock" involved in transfer to a strange
and sometimes difficult environment. Personnel turnover can be reduced by such
training, resulting in substantial l'iecal econcmies to the Agency.
f. The problems of adequate area ano language knowledge are serious now,
and there is little prospect that they will diminish in future unless more
effective action is taken to meet them. On the contrary, they are likely to
25X1A become worse. The situation with respect to provides a case in point.
25X1A
25X1A Experience indicates that personnel assigned to peripheral. areas who
lack area and language training are often. unaware of important
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ge pe ns en one is
to read newspapers, reports, propaganda pauphlets and other materials in
language in which it was written. These advantages of area-and-lanpage
aimed personnel over those without such training have been demonstrated by
field experience.
25X1A Afin oe t, of long-range significance, is that
'i dicate that English language teaching is
25X1A
and that whenever Americans are again able to enr
be far more handicapped by inability. to speak 111
han f
25X1A past
current developments
declining rapid3,y,
they will
.diey wore in the
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g? The above rationale with reap
other countries an
nee
t to can be applied to a number of
resources in
ituations with
d other areas
There is a
area and language competence concerning Eastern Europe
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and the Near East. In other words, we are ba* prepared area-and-language
vise to meet current and future problems of the Agency.
Ii, Why should this situation exist? Because operating offices place
higher value on operations LeAy- by an amateur than tomorrow by a professional.
Beoause greater emphasis Jae:elk-0d on getting "dope" today, than on Intelli-
The situationis not unusual in which a Case Officer without
At the present time area training is conducted largely in the form of
iefing discussions and suggested readings by the various Area Divisions,
each for its own personnel, or through the medium of external programs to
which limited numbers of employees ere assigned,. There is no middle ground,
and no provision for centralized instruction in area subject matter of common
applicability, the "common denominators'. of area knowledge which would be
useful to the majority of empleyees. A good language training program is
esanduetedwithen the Agency, which Ls supplenented by use of outside facilities
in those cases where there are not enough students to justify development of an
internal program. A fundamental difficulty with respect to area training is
that there is no agreed definition of the nature and extent of area knowledge
intelligence personnel should possess, and no firm Agency policy on required
area training to guide operating components in setting realistic training
requirements. Yet the Agency contains a wealth of area experience, information
and materials which would be of great use in training, and our collective
experience with area training methods is good. The problem is twofold: to
bring about by policy direction a recognition of the importance of area
training; and to assemble and adapt the resources necessary to build a goo
training program. The problem with respect to language training is largely
one of policy; a policy directive ia required which will bring about a
definition of the degrees of languaee proficiency employees should have, will.
lead to the establishment of trainiag requirements whichreflect the realistic
needs of the Agency, and the fulfillment thereof.
J ? A. well-rounded area ereinine program need not be overly elaborate. For
many employees a general descriptive knowledge of an area mey be sufficient
for present purposes. Others require knowledge in depth concerning areae of
particular importence. Some need seecialized training in the economics,
politics, geography, etc. of a given country or area. Yet others require
thoroughgoing area and language instruction. The training prograe, therefore,
should include provision for: (1) individual orientation through guided self-
study; (2) area survey courses on a group basis; (3) courses in the geography,
economics, politics, etc. of particular countries or areas; (4) intensive area
snaeyeis, accompanied by language study; and (5) extensive area-andelanguage
specialization, involving use of external as well as internal facilities. The
provision of such programs on a centralized basis by OTR would be a valuable
and economical service to the Agency, and would net conflict with the responsi-
bility of the Area Divisions to provide specialized briefings for their
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personnel. Their briefings should be supplementary to, not in lieu o
general courses offered by OTR. Wherever possible, language training
be accompanied by appropriate area study.
14.
CONCLUSIONS*
a Both area and language trainingare of fundazuent
ass of the Agency's mission.
should
ance to the
b. Present arrangements for area training are grosslyinadequate, and only
a small fraction of the employees who require each training are receiving it.
The language training conducted by OTR is of good quality, but the program is
not adequate in scope and it does not meet the realistic needs of Agency
'personnel for language competence.
Present training efforts ia both these fields are too dispersed,
suiting in excessive costs and a training product which often lacks specific
applicability to Agency needs.
d. Both area and language training suffer from the same basic difficulties
a lack of conviction on the part of Agency management as to their indispensa-
bility in the proper equipping of tntelligence personnel; a lack of agreed
requirements as to the degree of competence in these respects needed by person-
nel in various assignments; and the pressure of operational duties which makes
it well-nigh impossible for mapy employees to devote sufficient time to training.
The resources exist with which to correct present deficiencies.What is
needed is (1) official insistence .7:let emphasis shall be on quality of perform-
ance rather than qaantitj (2) determination of training requirements in terms
of npd of the Agency, and not in terms of the willingness of individual
oomponenti-t6 allow people to becone prepared; (3) institution of procedures
mhereby ghe Agency can develops through training, persons to meet its needs.
f. With only a modest increace in staff and facilities, the Office of
Trainlng can meet the Agency's training needs in these fields, and do so
ultimately at reduced unit costs.
g. In addition to providing for its own needs, the Agency should build
superior area and language trainine programs as a first step toward achieving
the Inspector Oeneral's suggested noel of making OTR the Graduate School in
the Intelligence field.
S. ACTION RECOMMENDED;
a. That the Director of Central Intelligence issue a po
directive incorporating the following pointst
(1) The inplementation of the mission of the Central Intelligence
Agency revises that all personnel not already possessing
desired levels of competence shall receive such area and
language training as ia necessary for the effective
performance of duty.
statement and
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(2) Appropriate standards of area and language knowledge for all
categories of employees will be defined by each major com-
ponent in consultation with the Office of Training.
(3)All employees will meet these standards as a condition of
continuing in their present positions or'receiving new
assignments.
The Office of Training will provide training activitiee
required to assist employees in meeting and maintaining the
standards.
(4)
(5)
Action to implement (2), (3), and (4) will be immediate and
continuing.
(6) An Agency-wide program will be initiated as a feature of the
general training program, to encourage participation of
especially qualified personnel in area and language training.
Fifteen. Career Development slots and five Jubior Officer
Trainee slot o will be reserved for such training assignments.
The program will be administered by the Director of Training
who will determine areas of study, will establish standards
of participation, conduct and selection, provide academic
supervision, and reconmend assignments on completion. Appli-
cations may be submitted to the Director of Training, through
appropriate Office Heads, by any employee of the Agency without
reference to current duty assignment.
(7)
Until standards have been finally defined, the following
minimum requirements will be used as a guides
(a) Any person whose duty assignment involves working
with substantive materials pertaining to a foreign
area shall complete an area orientation course of
not less than sixty-four hours either in the Agency
or at an acadeeic institution. This includes
professional and clerical personnel at Headquarters
and all personnel designated for overseas.
(b) All persons designated for overseas assignment shall
receive at least from sixty-four to one hundred and
twenty-eight hours of instruction in the language of
the area to which assigned, depending upon the diffi-
culty of the language, or possess fluency equivalent
to that of the average student who has completed this
reqairement.
(8) Headquarters personnel will be given required area and language
training as part of their duty assignments, and field personnel
will receive required training before they depart for overseas
assignment wherever possible.
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b. That the External and Language Training Division be authorizeci to a
dd
to its complement an Area Training Officer for each of the four major geographic
areas, whose duty it would be to develop and conduct required area courses; and
thatim additional secretarial positions be aathorized to support these
officers.
c. That a continuing reappraisal be made by the Office of Training of all
present use by the Agency of external area and language training facilities;
that plans be carried forward to replace such activities progressively by
internal Agency programs as the number of students becomes large enough to
justify such action; and that the support necessary to equip tile External and
Language Training Division to assume the added workload be programmed in fuoure
budget planning.
d. That consideration be given to the establishment of a training reserve,
in the form of a number of training positions not committed to operational
duties, and in addition to existing Career Development slots, to be assigned
to individual Agency components (Offices, Staffs, Divisions) for training
purposes, to make easier the selection and detail to training of those
employees who require it.
MA HEW BAIRD
Director of Training
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a'n I ACHXVlvG STATED DflaRF
CIENCI IN A
N LANGUAGE
In de amount of time required to achieve a given degreeof
pro eiency in aforeign language it is neceevary to define in arbitrary terms
not only the categories of proficiency but &loci the aptitude of the student, the
system and quality of instruction and presence or absence of technical linguistic
supervision.
The following
attached chartst
14 The following three categories of proficiency
ter1 in nature.
on should :be taken into consideration in us
Category It 8ufficiert proficiency in speaking a foreign
noses to eatisfy ordinary routine social
travel requirements.
Category III Basic familiarity with the structure of a
leftewsge with eufficient proficiency in speak,
ing to conduct ordinary routine busineus within
a particular field. Sufficient familiarity lath
the writing system to read sbrple material Ath
the aid of a dictionary.
Category Is Near native Mena and accuracy in speaking,
siLth eufficient vocabulary to neet any ordinary
requirements which do not involve the speaker
in * technical sdoject OutSide his ow speciality
Ability to read newspapers and documents with
limited reference to a dictionary.
2. The languages covered are only representative.
The grouping of the language* into four principal categories
A, B, C, and B of difficulty (time required to achieve a stated degree
of proficiency) is again arbitrary. There may be a considerable degree
of variation within each group. Opinion also varies with respect to
eertain languages such as Vietnamese at; to wnether it should be included
in Group B or C.
4. There is considerahi,? variation in the estimate* on the amount
of time required to achieve a stated category of proficiency. The dif-
ferences have been adjusted by nsplitting the difference."
54. The time require1flt3 are based on a system of instruction
having these important aspect
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P75-09
reMfrieNTIAL
Approved For Release 2000/05/09 : CIA-R P78-06369A000100050004-9
0*
de for tedaeriat ea
instaraeldatt aim* Oa
seaati4orad, Qat, am
- be setleveit throlgh aliases
s s
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SECRET
Approved For Release 2000/05/09 : CIA-RDP78-06369A000100050004-9
CONFIDENT IAL SE
?
Approved FeeniwiE)
404.11. t*
ort044 in*
4IA-RDP78-06 69A000100050004-9
fL) 4L1I- t
Approved For Release 2000/05/09 : CIA-RDP78-0 369A000100050004-9
?
?
Approved For Releate2ootii fop t CI:fk-RDP78"-06 A000100050004-9
?
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No achieve on an
t?
Pit oinths in Dart time tr&Lnjng ad U$Uk the language,
new rircwirea a substantial increase in tine in Categories /I and III bemuse of the difficulty
es,
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Approved For Release 2000/05/09 : CIA-RDP78-06369A000100050004-9
1.11
illoyeab
ZOOS rotas Sr tolitroottoo soy OW*
(Uo. for driU wait mord* sr
or sutsuts wsporataso Awn 't
1004 lass rosiirsi tor *ion owl
plossitory- study saris* fro* 2 to 3
%luso Os* &swats isitisotod basso)
4 Sot orootissitoagar.* oo hoorsos0Sy Ossis?
Ilas tuft, .1011 la okrt Woo %mist"' oald ai itu sr
Asoldi*
ApproMMUNISAL9 : CIA-RDP7 06369A000100050004-9
'
' wort tr to400140 is
Approved For Rase 2000/05/09 : CIA-RDP78-06369AM100050004-9
Approved For Release 2000/05/09 : CIA-RDP78-06369A000100050004-9
Approved For Release 2000/05/09:,,R69A000100050
$ are based upon the assumptions
g s
rein areas is Me
he Agencj.
T of the knolede required will vary witb the
operational ensignment.
g will be mrrided to all nployees sh?o not
ssessthe degree of knowledse required.
training objective is to develop enough area-trained
t nt only current operational needs, but to constitute
f persorauslirto possess skill end wisdamwith respect
areas.
training zo had-inhand and should, /the ver
undertaken together.
that area knowledge is more generalized and less euseeptible
nt than is linguistic proficiency, and that both needs and
n may vary considerably. The categories of study listed are
thin tilem there is room for any neceseary variation or
the coverage and 'oeriode of timn suggested are intended
ed on general experience with such subject matter, rather
ions.
of area rain mg suggested have common applicability to bera of
ould be conducted centrally. Area Divisions- will continue to be
ible for Specialized briefings for their operational personnel.
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A0001000500041
-
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'CONFIDENTIAL
Motallaas
it'cducto2y Orients o 3eneral descriptive knowledge of major
area and its peoples
characteristics of a country
Nitiaa.21.40dratia
sm, individualised
preparation of
Officer*
ussion, research,
of Area Training
*b. Area survey co Insist lectures, disc si
visual aids, readings*
Should accompar7 be
*Methortiseferred
e tra1iirg.
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ACCITTEVNTIAL
Approved For Release 2000/05/09 CR 7p-06369A000T00050004-9
* Metho&Treferred
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Approved For Release 2000/05/09: C
DP78-06369A000100050004-9
king lagneledge, to the degree requir4 br the natureof
assignment, of the geography. econotnic?,9 or
ed aspect of a country or area, where general baclCgrOWld
is already present.
a? Individual guided aelf-sttutr
*b? Area Bodnar on group basis
IMJILIN5112=6.41--.1.12t1
rn persona requiring
Thirty Eighty hour,
* 11. (1.--7---thocrIS-Zerred
c limed nstruot ion
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Approved For Release 2000/05/09;
-RDP78-06369A000100050004-9
on
mdaretanding of the tote environment and
people, and control of the language.
d area instruction at a university and/
Tpe of Peraonnel to be TreAned
Selected per3ons poeeesathc a high degree of
ton whose operational aesignments require expe.
or area, or Whose eapahtlity is 7reat for providing,
degree of area expertness for aervice anywhere in the Agency.
Supee
ed
One to two year
nt involving
pertaining
least one
of forma studyiplue at least 3 years of
concentrated use and application of subs
to the area. Desirably, the second phase
year of residence in the area.
atirs Pfp.114exatt0ne
Area and language
'
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re staterae policy is suggested for issae
a means of ilenting practices designed to
perSOTUl possess language and/or area
icz red for reliable and efficient fulfillment
of 4?Vi das1 and group reereansibilities within the Agency,
and to auure that gradually the Agency develops a carefully
selsoted group of highlz trained specialists in various
fields of concern.)
TAB D
AWE= 0? CY
INT
DuracToa op ermummTE=
of effective and efficient act
ecdres that all personnel possesa
4 language knowledge
a
2. AU personnel not poesessing knowledge de
for their positions shall re iv training directed at pro
required knowledge.
The Office of Trainise is reeponiible for providing and eched-
reqntred training, and for tnforaing offices of the availability
training.
h. Individaal components ae responsible for scheduling participa-
tion of personnel regniring the offered training.
ad hoc committee to be known as the Qualifications Committee
definelaannrixda of area and language knowledge for all categories
This committee will consist of the Chairman of the
Council (as chsirnan) and senior representatives of the
tbe CD/A, the PR, and the OTR. Working sub-committees
rate Trainire MELSOTI Officers.
of policr, all emplmes will meet these standar
ds
continuing in their present positions or receiving
llment of this reqairenent within one year after
ted of all erployees, except where the required
atee a lone? tine. upon satisfactory comple-
the Office of Training will issue a certificate
mployee has met the established standard.
7. Allprescribed trainlie2 will be regarded as part (or all) of
an ecaplare's duty assignment. it willbe accomplished as part of
normil duty insofar as such training is available during normal duty
beers. Where each training is available only at hours other than those
fer normal duty, individuale receiving each training will be allowed an
appropriate amount of freedor from normal duty hours. (Overtime pay
Will. not be allowed.)
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Approved For Release */05/09
n to implement the lore
diate an
rds have been finally defined foUowin
will be used as a cuidst
n whose duty assignment involve working
:Ye Pat .rials pertninLng to a foreign area
orientation coTee of not less than s
he Amy or at an academic inst
,nc Q colparable quality wi,
?f this reqUiramant. Residence?In the
cepted for fulfillment of this require
pertains to all professional and clerical
41 an all personnel designated for
ted for oveTsess assignment
to one hundred and twea
4age of the area to which as-
rilt7 of the language, or poseese
average student who haa cora-
t of a cadre o
he following two provi-
lamenting the policy set
Ixeomponent of
vtao will be allowed a .!'.ve jer cm e over
zed T/10 to be d for assignrent of persons qualified*
at Jafice ot Training* to receive
1,71; directed at meeting specific needn
'-!se of these positions, however, is
- lan4N4Ce and areal but may be used
of professf*nal specialisation*
atAP ?roans will be develePod
ng for intensive specialized
ee.Yearao exoePtienallY
n an Agency-wide competitive
here in the Agency that a
_IKamit the conduct of this
nt slots and five Junior
will be available
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-MAMMAL