CAREER SERVICE PANEL MINUTES OF THE MEETING 13 SEPATEMBER 1971

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP79-00317A000100010008-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 8
• Document Creation Date: December 20, 2016
• Document Release Date: January 26, 2006
• Sequence Number: 8
• Publication Date: September 13, 1971
• Content Type: MIN

Approved For Release 2006/01/30 : CIA-RDP79-00317~A000100010008-1
CAREER SERVICE PANEL
Minutes of the Meeting
13 September 1971
Joined the meeting at 1015 hours)
25X1A9A I' I Recording Secretary
25X1A9A
(Attending Federal Executive Institute)
25X1A9A
25X1A9A
25X1A9A
1. The meeting was called to order at 1005 hours by the Chairman.
2. There were no additions to the agenda for 13 September 1971.
3. Minutes for 2 August 1971 were approved by the CSP members
present.
(reported on the following:
PROMOTIONS:
An/ORD, GS-11 to GS-12 on 8 August 1971
RP/ORD, GS-13 to GS-14 on 8 August 1971
from GS-10 to GS-11 approved by Mr. Chapman but caught in freeeze
ORD Librar
I GS-14 to GS-15 caught in freeze (BSD/ORD)
ADDITIONS:
25X1A9A I Ito Support Staff/ORD on 30 August 1971. GS-13, step 2.
Clerk Typist, to An/ORD on 9 August 1971. GS-4
25X1A9A REASSIGNMENTS OUT OF ORD:
GS-14, Business Acct., PMS/ORD to ICAD, California on 8 August 1971
Supply Asst., GS-7 to OL on 16 August 1971
Excluded from autamatik
Approved For Release 2006/01/30: CIA-RDP79- 0317A0001 00 10008-1
 25X1A9A
25X1A9A
25X1A9A
Approved For Release 2006SLRP
IA-RDP7900317A000100010008-1
4. (Continued)
TDY ASSIGNMENTS TO OSA:
physical Scientist - Res., GS-14, SPG/ORD
Physical Scientist - Res., GS-15, SPG/ORD
Physical Scientist - Res., GS-14, SPG/ORD
RESIGNATIONS:
Physical Scientist - Res., GS-14, AP/ORD on 27 August 1971 from LWOP
Secretary Steno, GS-6, PMS/ORD on 17 September 1971. from
LWOP/Maternity
TRAINING:
25X1A9A has been approved for the Midcareer Executive Development Course -
25 September - 5 November 1971
25X1A9A Physical Scientist - Res., GS-13, AP/ORD has been granted
permission to attend University of Maryland on a full-time basis.
TRAINING NOTICES TO COME:
National Institute of Public Affairs and CSC Career Education Awards
(Usually comes in October). No nominees last year.
Education Program in Systematic Analysis (Usually comes in October or
November) CSC. No nominees last year.
25X1A9A
25X1A9A
PAY RAISES:
reported that while the Government freeze on pay raises doesn't
affect promotions, there is a promotion freeze put on by the DCI which
will last for 30 days or until further notice.
PROMOTIONS:
Statement of intent to promote GS-12s should be made in October.
made an early statement of intent to promote
from GS-12 to GS-13 at this time.
25X1A9A 6. In I absence, reported to the Panel on the
Career Development Program. He read Interim Report of the
Special Committee on Career Development to the Chairman, CSP which had
25X1A9A not been sent to the CSP members. (A copy of this memorandum is attached
memorandum, he had talked to two of his employees in order to
25X1A9A start working out a career development plan. He had selected
_
and as representatives of one young professional
one professional who had been with the Agency for some time.
said he did this in order to make comparisons on what they deemed important
in their career development.
2
25X1 I
Approved For Release 200A/0~^n ? (1A-RDP79-00317A000100010008-1
 Approved For ease 200
25X1A9A
25X1A9A
25X1A9A
25X1A9A
25X1A9A
6. (Continued)
9-003174000100010008-1
IRW
RP has lined up what he wants to do over the next three years. He
would like to aim his training towards his doctorate work. This type of
plan seems suited for people under 30 years of age. He would like to
continue to discuss his plans with the Division Chief. He doesn't feel
that he can make definite plans more than three years in the future. The
two or three-year plan would be most useful for him.
doesn't want to plan ahead too far in advance
and he w
t
,
an
s
his plan to be on a broad scope rather than a specific plan. He isn't
sure what he wants to do 10 years from now. A five-year plan seems to be
agreeable. He wants to go into management. He would like an assignment
with OPPB and OEL in order that he might be better equipped to contribute
to the output of the R&D program. He would like a clear option of coming
back to ORD. He feels he would be a more effective manager at a higher
grade level rather than if he remained as a project officer. As training
to achieve his goals, Owould rather go into management courses.
He would like to confine his technical courses to short or one-week
sessions. 0 points out that there is a problem of technical
obsolecence. Many new people coming in on technical work are more equipped
to handle technical problems. 0 would like to have his career plan
7- eported that he had talked to three of his employees.
Two were us-13s or Plow; the other man was on a higher grade level.
GS-13s and below (AP/ORD):
Had a different outlook than RP/ORD. They felt their work was
extremely important and valuable to them, and they were learning on their
job. They felt growth was ahead for them. They were happy with training
such as assignment of jobs, briefings, and working with contractors. The
only thing they have asked for is the right to go to certain technical
seminars, and one individual asked for permission to take some graduate
study. It was significantly different from the view of the GS-15.
GS-15 (AP/ORD):
25X1
He felt he had run up against a headroom problem. Would like a way
to rotate on a periodic basis out of DD/S&T. He felt this would make his
job more stimulating.
25X1A9A
In summary, elt the younger people are happy doing
their job and looking just a few years ahead - perhaps five. The higher
grade level man is concerned with advancement. felt that 25X1A9A
rotation capability would broaden and give these people more challenge.
Approved For Rele
 Approved For Release 20
*Mw
-00317WAO00100010008-1
' yv11.L ut:,- gums- unT,J. L
26 October 1971, it might be advisable for the CSP members to inform their
people that the CSP has two different career planning problems: one for
GS-13s and below; and one for grades above GS-13.
9. asked that I report be circulated to all 25X1A9A
CSP members, and comments and inputs.from.each division be sent to
25X1A9A before the October meeting. A draft of an ORD
Career Development Program should be submitted by Panel by 25X1A9A
the November CSP meeting.
10. Discussion on Career Development items:
a. Need for a formal training system for technical people
to keep them from becoming obsolete.
b. Technical people do not have to become managers to
succeed.
c. Need to define the dual track: Managers and Technical people.
d. Selection process of potential management candidates which
the present management would consider for their replacement.
e. Providing opportunities for ORD people to become experts
in certain areas.
f. Tagging people to become experts in the areas of importance
to ORD.
g. Define the basic development routes, goals and needs for
ORD.
h. Establish needed disciplines for ORD and the Agency.
i. Three groups of professional people in ORD:
(1) Branch Chie
(2) Program Man
(3) New men, ou
f
agers
t of school,
working with program managers.
j. Seek an approach
doing their job.
for people
to receive some credit for
k. Purpose of Caree
r Developmen
t Plan is to define guidelines
to Management.
The Division
Chief is responsible for
achieving the pu
a different tech
rpose of the
nique.
Plan. Every Division Chief uses
Approved For Release 2006/04[ I -RDP79-00317A000100010008-1
 Approved For Release 2006/01/. RDP79-00317A000100010008-1
.W F77 I rilT
10. (Continued)
1. Have a unified progression through which ORD people can
move upward. It could be administered in any style by the Division
Chief. It would provide the ORD employee with a way to get ahead
as standard throughout the office.
M. Series of operations as guidelines wouldn't promise that
each employee is going to have this progression. There is practically
no pattern within ORD. D/ORD thinks this is good. If ORD had a
real rigid system, we would have no need for division chiefs? If
we had program managers, we wouldn't need division chiefs. Time
has shown that this is not a wise idea.
n. Employee doesn't know the options that are open to them.
o. ORD employees are attached to their Division, rather than
the Office.
25X1A9A
11.
moved that assignments for competitive evaluation
a. Period of six months;
b. Rotation for new assignments be given at the
end of that time so that there won't be a
continuing relationship;
c. That these assignments not be announced or otherwise
publicized.
25X1A9A
25X1A9A
25X1A9A
12. moved that motion be amended and
that assignments tor competitive evaluation be made for a period of
one month. seconded the amendment. Two members voted in favor
of the amendment; six members opposed the action. Amendment not passed.
25X1A9A 13. moved that motion be amended and
25X1A9A that assignments for competitive evaluation be made for:
a. Period of two months;
b. Rotation for new assignments be given at the
proper intervals so that there won't be a
continuing relationship;
c. That these assignments not be announced or otherwise
publicized.
amendment; five members opposed the action. Amendment not passed.
25X1
Approved For Release ;TjA-RDP79-00317A0001
 Approved For Release 2008MC
IA-RDP79-00317A000100010008-1
T
25X1
25X1A9A
25X1A9A
14. The CSP then acted' on the original motion of
follows:
evaluation be made for:
a. Period of six months;
b. Rotation for new assignments be given
at the end of that time so that there
won't be a continuing relationship;
c. That these assignments not be announced
or otherwise publicized.
had seconded the motion. Five members voted in fa
vo
r
of the motion; three members opposed the action. Motion carried.
25X1A9A 15.
moved that assignments for competitive
was asked to phase in now for the first 6-months
assignments
for competitive evaluation.
25X1A9A 16. asked the CSP members to use the format
25X1A9A circulated on Messrs. I for the five-year review. He askeT_
that they circulate these comments before the meeting so that the members
will come to the meeting prepared for discussion.
25X1A9A
17. Review of GS-14s in grade for five years was made as follows:
There has been no particular change in
f
per
ormance.
25X1A9A I Iwill work well if given a specific goal. He does not expand
programs to include all parameters, etc. He has the technical ability
but apparently lacks motivation and/or the ability to apply himself' without
25X1A9A excessive outside direction. dded that his experience with
in early RP days was that he had difficulty in defining the
major technical decision which had to be made during pursuit of the goals
of a program. His forte was technical monitoring of individual tasks;
his problem was relating this activity to the big picture and making the
25X1A9A necessary "go" and "no-go" decisions. It seems he still has the same
problems now. reported that is workine with hic
ulvision at tnis time and doing a good job.
In reviewing directions for further career development for
it is clear that he has strong technical abilities and competence wi c
are very much needed in several components of the Agency. He is especially
knowledgeable in the area of small computer programming and application as
Approved For Release 2006/01/30 : CIA-RDP79-00317A000100010008-1
C, r.
6KCRET
 25X1A9A
25X1A9A
25X1A9A
Approved For Release 20
06/;,~A-RDP79
-00317A000100010008-1
V'
17. (Continued)
I(Continued)
it is concerned with communications and analog signal processes.
such as OCS, CRS, FBIS, and OEL, particularly, need help in this
Offices
area.
We have felt that OCS would probably be the best area for
25X1A9A
to exercise his talents so discussion aimed at rotating him to OCS were
begun some weeks ago. These discussions have now progressed to the point
where agreement has been reached and paperwork has been initiated to
transfer I to OCS for a one-year period beginning r 1971
and, in return, OCS will provide a suitable individual for staff
who can assist on digital and analog programming. A review or I 25X1A9A
performance and achievements, after he has been on the OCS tour, will
provide a basis for further recommendations.
In our review of I Icareer development options, he clearly has
abilities and inclinations which place him in a technical rather than a
management line for the future. At this time, he is particularly active
and making very significant contributions in the image data processing area
which is a very rapidly developing field. In our view, has most 25X1A9A
attractive opportunities to progress in his presently assigned area. He
is at present supervising most important work concerned with the development
of an image data processing language which is essential in many of the
interactive digital processes for manipulating, transforming, and interpreting
image data. We believe 0 shows every prospect of significant 25X1A9A
achievement in this area. He is capable of attaining a GS-15 level but how
soon this can be considered will depend upon the outcome of his present
activities. As part of the planned program, he will be participating in
seminars on the spcifics of his task assignments, he will be presenting
technical papers in his area, he will attend courses which are available
at schools such as MIT and University of Michigan which relate to his
problem area.
As part of a technical education program, has been sent: to 25X1A9A
was made by
has been gradually assuming a position of increased
importance within the IPRD Hybrid Laboratory. Working primarily under
the laboratory chief he has responsibility for the supervision of contractor
maintenance and the procurement of all support items. Maintaining adequate
documentation, maintenance schedules, and spare parts has become a major
task as the laboratory expands in both number and complexity of equipment. 25X1A9A
has prime responsibility in all of these areas. is
continuing to give an excellent and strong performance on all his assignments.
25X1
18. Current summary of the status of
Approved For Relea
 Approved For Release 24
18. (Continued)
25X1A9A
25X1A9A
25X1A9A
00317A000100010008-1
VWF
maintenance courses on the EAI 8800 analog computer and the DEC PDP-11.
As orkload is decreased through the use of external
maintenance contracts, he will spend additional time in improving his
programming ability as well as engaging in logical design. As the digital
system is upgraded to a PDP-15, it is expected thati will be
sent to a maintenance course for that machine. He has been encouraged
to take a correspondence course in logical design. It is expected that
responsibilities and capabilities will enable him in the
future to progress to a GS-12 position.
raised the question covering review of ORD people.
20. postponed a discussion on the adequacy of ORD
25X1A9A career review techniques until 4 October 1971.
25X1A9A 21. stated that at the last CSP meeting discussion was
25X1A9A held oni and that members who had advice or suggestions
on this case were to contact him. No one has been in touch with him.
25X1A9A The Chairman stated that this case should be the concern of the Office of
D/ORD and
25X1A9A 22. I Istated coordination of Optics, AP, and SPG with
25X1A2D1 RP/ORD on t e rogram was a great success and an example of the use
of ORD technical experts working together.
23. The next meeting of the CSP was scheduled for 4 October 1971.
24. Meeting adjourned at 1210 hours.
Executive Secretary
Career Service Panel/ORD
Chairman
CSP/ORD
Approved For Release 2006 1L3-CL CIA-RDP79-00317A000100010008-1