PROFESSIONAL TECHNICAL PLACEMENT BRANCH ACTIVITES REPORT FY 1966

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP79-00235A000100020029-8
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 5
• Document Creation Date: December 9, 2016
• Document Release Date: April 20, 1998
• Sequence Number: 29
• Publication Date: January 1, 1966
• Content Type: REPORT

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fessional Technical Placement Branch
Activities Report
F! 1966
A. Description of Responsibilities:
(1) Consult with Career Service Representatives and Operating
Officials and provide advice on personnel policies and procedures
appropriate to the selection of applicants;
(2) Determine the minimtr acceptable qualifications of applicants;
(3) Make periodic surveys to determine personnel requirements
in each T)irectorate;
Provide appropriate officials outside recruitment recuireW-
Ap?rove all personnel actions, except separations for
individuals through grade GS-15;
(6) Review and recd mend appropriate action about "Outstanding"
and "Weak" fitness reports;
Interview candidates for reassignment between Directorates;
The administration of the 1ngtneeering and Scientific Testing
Brief, appoint,, and coordinate BO processing of professional
and technical applicantal
(10) Conduct follow-up interviews with new employees (GS-05
through GS-12) six to eight months after they Ff'D;
(11) Review and recommend action on I requests;
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I
and recd yens d action for 3 tion to
n-hire rates;
or ceiling controls;
tees and arrange appointments for then
Work Force z
famaping personnel changes occurred during the year, In fact,
as of 30 June 1966, on one individual has been in the
profeassional
C, Productions
6 brought increased emphasis on expanded input
authorization. The Branch review applications
to various components for considera-Uon* During
much of the fir, we assisted in the processing of papers for contract
action provides for adequate manpower M the Branch has not been
up to authorized strength. At the close of the fiscal year, ^
individuals were working in
and six were on detail.
Although the table of orga
of those were assigned
At times - this required
orbs of one professional and one technician.
As a result of personnel turnover and increased input demovWle,,
all Placement Officers became chained to their desks. 13eldom did they
have time to visit weer Service Representatives or `'!pcrat g Officials-
moot contact was by telephone, Follow-up interviews with personnel who
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had been on-board A to 8 months were diecontinued due to lack of time.
Also, Placement 'officers becaa intimately involved in contact-
ing professional and technical applicants to arrange for their invitee
trr vel, Inasmuch as
visited Headquarters
some of the
d the p~xrsonal attention of o
Other statistical data attached,
Problems:
,d mean that 'lacement Officers would regularly visit
great credit of each officer that each beelimms he could improve his
perpforma*
Service -ressn- tatives and gating (fficiale, perform fol low-
ith individuals who had been on board six to eight months,
e still plagues the Branch. This,, along with too
quatety perform our mission has caused each
ions individual to be sit frustrated. It
if we had aear+e help and improved facilities. Improved
plicationa,, more security initia
r personnel than in
as were referred
el situation, Branch personnel can be
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Proud of their accomplishments - many successes - few flaps, Some
activities suffered from lack of attention, But we need more
qualified personnel to do all the things we should be doing in the
war are should be doing them.
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