NPIC CAREER DEVELOPMENT PROGRAM FOR NON-PROFESSIONALS

• Document Type: CREST
• Collection: NGA Records (Formerly NIMA)
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78B05703A000500030012-5
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 6
• Document Creation Date: December 28, 2016
• Document Release Date: December 1, 2003
• Sequence Number: 12
• Publication Date: July 20, 1970
• Content Type: MEMO

ILLEGIB
F M
Personnel Branch
DATE
29 July '70
TO
INITIALS
DATE
REMARKS
DIRECTOR
DEP/DIRECTOR
EXEC/DIRECTOR
The attached proposal will
be scheduled for discussion
SPECIAL ASST
by the Career Service Board
ASST TO DIR
in early September.
HISTO IAN
DEP CH/PPBS
EO/PPBS
r.L. a A
CH/IEG
1
DEP CH/IEG
Mt 9 /i
EO/IEG
CST3
CH/PSG
DEP CH/PSG
EO/PSG
?
CH/TSSG
DEP CH/TSSG
EO/TSSG
CH/SSD/TSSG
PERSONNEL
LOGISTICS
TRAINING
RECORDS MGT
SECURITY
FINANCE
Declass R
DIR/IAS/DDI
NIMA/DO
CH/DIAXX-4
CH/DIAAP-9
Ap4roved For
Rele
se 20
3/12/2
view by
ILLEGIB
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T'SG/APSD--078/70
20 July :L970
MEMORANDUM FOR: Chairman, NPIC Career Service Board,
SUBJECT: NPIC Career Development Program for
Non-Professionals
1. For many years I have been troubled over the
lack of activity by Center management to provide a p,lann.ed
vehicle whereby the less fortunate employees at NPIC can
better themselves and "at t*he same shine ecome more pro-
ductive citizens. Of course, it is always easier for
'managers and supervisors to ignore this real problem by
using a host of'excuses - being too busy; it's too much
trouble to formulate a program; these people don't have
the qualifications or interest, etc., etc. What I am
saying is not original. What I am about to suggest is
not a solution. But, with the able assistance and in-
genuity of the more fortunate, perhaps a better situation
can be propagated.
2. My thoughts are rather simple. The real.
"jammer" may be. the solicitation and cooperation. of all
the Groups and Staffs. Without these essential ingredients,
the effort would amount to a cake batter without a leaven--
i.ng agent .
3. I would suggest the following preliminary group
of thoughts as a starter - with the responsibility for
propagation placed on "someone." (This "someone" could be
any number of people or a committee. Perhaps the Chairman
of the NPIC Career Service Board should. play the major
role in the determination. of responsibility.)
a. The program would be designed for young
people with limited academic or specialized training.
b. The participants would be selected only from
NPIC employees who have been aboard a minimum of one year.
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SUBJECT: NPIC Career Development Program for Non-Professionals
c. Candidates would be in grades GS-07 or below.
d. Selection of participants would be made by
the NPIC Career Service Board based on recommendations
from, the Group or Staff Chiefs. Chiefs would use
established Career-Board-approved channels to solicit
nominations from working supervisors.
C. The program would maintain a specified number
(e.g., 10) of personnel in "training" at all times.
(The number of course, could be something other than
ten, but a definite level of effort should be main-
tained.)
f. The, program would be run on a long-term basis.
Participants would remain in assignments no less than
six months prior to rotation to other assignments
t(assuming rotation is warranted).
g. All Groups and. Staffs must participate.
It is envisioned that each Group or Staff would
establish a specific number of on-the-job training
"openings." The number would be in proportion to the
overall Group or Staff T.O., with a proportionate sub--
breakdown within the divisions. Not-all "openings" would
be, filled at all times but each subgroup should be required
to offer an opportunity for training.
5. When a candidate is selected for training, he would.
be given an opportunity to express his preference from
among the Center "openings" available. Because of adminis-
trative reasons, the individual may not always be given his
choice or preference.
6. The training would be at the sub-professional
'level, culminating in a technician rather than technologist
position.- The technician could continue building his
qualifications until, in time, he may qualify as a tech-
nologist or some other professional-level rating. As is
apparent, -this procedure would require the establishment
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TSG/APSD-078/70
SUBJECT: NPIC Career. Development Program for Non-Professionals
of some sub-professional slots as a carry-over from trainee
to professional. Of course, each Group would be required
to develop its own improvement cycle based on internal
on-the.-joke offerings.
7. This memo is not. intended to present a polished,
ready-to-go program, but rather to outline some basic
ideas and approach - perhaps the catalyst to generate
further thinking. At this time, it might be beneficial
to sketch a visionary sample case. -
. 8. Imaginary case:
Name; John Doe
Age: 21
Grade level: GS-06
Marital status: Married
Education: High School graduate
NPIC employed: 3 years
Position:' File Clerk
Work experience- File Clerk and film handler
3 years
Fitness report: S
Advancement ability: Good
Advancement objective: Technologist Photo
Assuming Mr. Doe is selected to participate in the
"NPIC Career Development Program for Non-Professionals",
his training itinerary would look something like this:
(coupled with each training phase, the trainee should
have a production responsibility)
a. Work in APSD -. 6 to 9 months.
Here he would begin by handling film and assisting
technologists doing minor chores. He would also take
.a course, perhaps algebra - at night at a local
university or Adult Education program in the public
schools. He may also sit-in on other basic courses
given in the building such as the writing course.
Training of this type could vary depending on
availability and need.
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SUBJECT: NPIC Career Development Program for Non-Professionals
b. Work in PSG Photo Lab - 6 to 9 months
Here he could be exposed to basic photo lab work
coupled with a productive, production-oriented
re. spons:Lbili by.
c. Return to APSJ) - 6 months
Continuation of previous tour of training, study,
etc.
d. 'Training at
basic photo science.
(Agency,
C. Return to APSD
Continuation of training, study, etc.
f. Provide other rotational training as
necessary.
9. The following is a list of courses that a
Photo Tech trainee could benefit from over the years.
The determination, type, and number of courses a trainee
should, or need take, would be determined on an individual
basis.
a. Mathematics - several courses '(from varied
sources).
b. Report writing or technical writing (Agency).
c. Map reading and Photo interpretation (Agency).
d. Basic Photogrammetry (Dept. of Agriculture).
e. Basic and Advanced Black and White, and/or
Color Photography (Dept. of Agriculture).
f. Training at
I- Photo science.
g. Training at Photo science/Micro--d
Westover).
h. Courses in the basic concept of ADP.
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TSG/APSD-078/70
SUBJECT: NPIC Career Development Program for Non-Professionals
10. As previously implied, the foregoing thoughts
or ideas represent a "fish trip" approach. I firmly
believe that some organized training plan can be provided
for bright, young people willing to fortify their
qualifications through a long range on-the-job training
program. As it stands now, they have little to look
forward to -- short or long range.
1.1.. I,certainly don't have the answers to this
complex problem but I am more than willing to help
look for them. Therefore, I would be happy to discuss
this matter with you, or your designee, if you judge
it worthy of further consideration.
Chief, Applied Photo Science Division
TSG/NPIC
Distribution:
Orig - Addressee
1 -- Chairman, TSG Career Panel
1 - NPIC/TSG/APSD
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