REASSIGNMENT OF PERSONNEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP79-00232A000100010018-4
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: March 23, 2001
• Sequence Number: 18
• Publication Date: November 6, 1952
• Content Type: REPORT

Approved For Release 21/04/09 : CI, =00232Qn
9T'i3 C?; !teasel went of Personnel
NO
of functions have resulted in problems of effective personnel uti iaatinn.
s have more members than are needed or authorized at th
time that the a effinn roquire nts of other Offices call for the procurer,en
of individuals haavins skills which correspond to those who are in a surplus
category in other parts of the Agency.
2. The co~ittnnuing aim of personnel selection and placement in
the assigesaearnt af each individual on a job that matches his capacity. Success
this objective depends on more than a conscientious attempt at initial
recruiting the
person for a specific vacancy. No ratter how stall new
recruits from outside are screened, inrestigated, tested, and selected,
these techniques fall short of achieving perfection. )cc aa5tonaslly, the
dictated by the priority of work- a
renter so that adecuete consideration is not given to his background and
Ldir where he is . be slatted. In addttidn, security re-
rations preclude giving of sufficient job specifics to enable apps cants
uasge their own suitability and adaptability. be need to rematch i*:r#i-
viduals and jobs arises, too, from changes which take p1
nts as a result of shifts in functions and orgmntz
as the fact thst the abilities, skills
develop.
Be well
tar of people chsnfTe or
a provision for such adjustment in the assi n ents
of personnel wruld be to ignore the changing characteristics or both orFan-
inns one, persons. Accordingly, it is the pjarposa of this memorandum to
Approved For Release 2001/04/09: CIA-RDP79 'pM232A00C
l ceilif reallocations and certain roi
 Approved For Release 20,x,/04/09 . -Z
OP80001000118-4
outline the stops which should be teen when Agency officials are confronted
with these proble> s.
3. dt is the re s*,.,
under h Is jurledtcti
or other Office head, insofa
ity of each '. ruty "'troetor, Assistant ' ireee
possible, to satisfy himse
d to nositions where they are "on
and for which they are -Kest suited by aptitude and experience. Ilse
stated in CIA 'otioeprot action must he taken to release those
individuals who are undesirable or whose perroresnce is unsatisfactory when
there is no reasonable rospect to bring about adequate improvement through
less drastic administrative or supervisory &ctioe Supervisory officials
every level are expected to give such guidance, counsel, and training
ever, to labor :indefinitely with individjuas who are
members of the eeor force. the supervisor is not reQuIred or expected, how-
as will produce the attainment of acceptable levels of performance by
d, or cannot
be qualified through training or other means. placement which is or becomes
ineffective for one or more of the reasons mentioned in the foreegoinet paragraph
can soeetises be corrected th
reassignment to a position for which the
has evidenced or demonstrated some qualifications or aptitude. 4herever
possible, such reassignments should be accomplished within the office -Iompongnt
a individual is assigned. when this ca: not be dune, the 74eeonnel
'should be advised in accordance with the following paragraoh.
). The Personnel Office will be informed with respect to any member
as reassignment cannot be effected, and whose
a kind of incom
is from causes other
bly be expected to be re,
` easeigru~
on any future
the "NO time, the Personnel `'tffics will be suuolied a full
eeval.rrea