CSP MEETING

Document Type: 
Collection: 
Document Number (FOIA) /ESDN (CREST): 
CIA-RDP79-00317A000200010006-2
Release Decision: 
RIPPUB
Original Classification: 
K
Document Page Count: 
7
Document Creation Date: 
November 11, 2016
Document Release Date: 
October 22, 1997
Sequence Number: 
6
Case Number: 
Publication Date: 
November 4, 1974
Content Type: 
MIN
File: 
AttachmentSize
PDF icon CIA-RDP79-00317A000200010006-2.pdf246.93 KB
Body: 
Approved Fors 01 : 9 031 0200010006-2 REPORT FROM CHIEF, SB/PMS/ORD CSP Meeting Office of Research and Development 4 November 1974 DDITIONS 25X1A9 VC2 , Phys. Scien-Res., GS-12 to DPR/ORD on 25X1A9a , Phys. Scien-Res., GS-11 to TCR/ORD on 4 November 1974. RESIGNATIONS None RETIREMENTS None 25X1A9a PROMOTIONS Information Control Clerk, SB/PMS/ORD, from GS-05 to GS-06 on 29 September 1974. SQ I's None 25X1A9a LWOP Phys. Scientist-Res., GS-13, returning from LWOP (educational) on 29 November 1974. APPLICANTS GS-13 for TCR/ORD (Fully cleared) GS-12 for TCR/ORD GS-15 for CDAM/ORD GS-14 for DPR/ORD S-14 for TCR/ORD 4 for DPR/ORD GS-14 for TCR/ORD GS-14 for DPR/ORD GS-13 for TCR/ORD 25X1A9a APPLICANTS DROPPED d f GS-15, for DPR/ORD (processing postpone or 25X1A9a GS-13 for TCR/ORD accepted anozner PVJ11.1V11 on 18 October 1974. Agency cancelled c S-13 for TC11,7ORD 25X1A9a - , :-, on 3 October 1974 based on Panel discussions. CONTRACT TYPE I EMPLOYEE (In process) 25X1A9a or TCR/ORD TRAINING NOTES: 25X1A9 GS-16, Chief, CDAM/ORD has been approved by the Foreign Service Institute to attend the Foreign Service Economic/Commercial Studies from January - July 1975. Approved Ford MTMMTM /04 I T 3 0200010006-2 Approved For: , tw z TRAINING NOTES (Cont'd) W !NLY 9-0031 A000200010006-2 25X1A9a , C/SB/PMS/ORD, GS-14 will attend the course, "Manager's Role in the EEO Program," from 12 - 14 November 1974, Civil Service Commission. 25X1A9a SPECIAL NOTE GS-07, Secretary Steno, CDAM/ORD and GS-12, Contract Negotiator, CS/PMS/ORD received the Air Force Outstanding Unit Award for exceptional meritorious achievement during the period of 1 January 1971 - 30 June 1974. REQUESTED LWOP 25X1A9a , Physical Scientist-Res., LSR/ORD, GS-13 has requested LWOP for one year. Approved For 01-: "'~Rffl 9 Al 00200010006-2 Approved For Release 1999/09/01: CIA-RDP79-00317A000200010006-2 COMMITTEE REPORT ON EEO 25X1A9a 25X1A9a 25X1A9a A committee com rising of and was asked to make recommendations on how ORD should proceed as relates to equal opportunities for women and minorities. 2. It may be helpful to see how ORD presently stacks 25X1A9a up with the other com onents and the Agency goals. Dis- cussions with Deputy Director of EEO and Federal Women's Program Coordinator, indicate that there are no specific Agency goals in this area except for the Director's edict that we must do better. Also she stated the EEO office is especially aware of the DD/SiT difficulty in hiring qualified professional women and minorities. Some pertinent statistics follows: Agency Female Employees 32% of total, average grade GS-7.4 22% of total, GS-7 and above 15% of total, professional Agency Black Employees 5.6% of total, average grade GS-6.7 3% of total, GS-7 and above 13% of total, clerical ORD Female Employees 34% of total, average grade GS-7.1 21% of total, GS-7 and above Approved For Release 1999/09/01: CIA-RDP79-00317A000200010006-2 Approved For Release 1999/09/01: CIA-RDP79-0033117A000200010006-2 COMMITTEE REPORT ON EEO (Continued) ORD Black Employees 3% of total 2 clerical (GS-4, GS-5) 1 professional (GS-13) The following information allows a comparison with the statistics of another Agency. Atomic Energy Commission Female Employees 31.6% of total, average grade GS-6.2 Atomic Energy Commission Black Employees 6.6% of total, average grade not available 3. The reasons usually cited for not being able to achieve the employment goals established for women and minority groups or maintaining the proper average grade level are the following: a. Lack of Qualifications: This is a real problem for ORD since the technical or scientific expertise required of the staff does not permit any relaxation of qualifications. b. Lack of Recruitment Opportunities: Only 11 black of ers plus a few other minority group files have been forwarded to ORD since January 1964. c. Reluctance of Blacks to Work for the Agency: Refer to the Attachment (paragraph 2). d. Lack of Appropriate Organization or Grade Structure: The ORD charter is not conducive to allowing employment or providing growth possibilities for subprofessionals. Offices such as OJCS and NPIC Approved For Release 1999/09/01: CIA-RDP79-00317A000200010006-2 Approved For Release 1999/09/01 : CIA-RDP79-0Q17A000200010006-2 COMMITTEE REPORT ON EEO (Continued) have sufficient operational activity or subpro- fessional positions which allow growth and training opportunities from within. 4. Some ideas on how to improve the situation follows: a. Word-of-Mouth - Share Information: Anyone in ORD learning of potential minority or women applicants should alert C/SB/MS/ORD and appropriate division chiefs even though the individual may not be qualified for employment in their own division. b. Be Flexible: If a well-qualified, technically sound applicant lacks the precise experience needed at the moment, consider his or her general usefulness including consideration of future needs. Also make allowances for the time required to allow the applicant to be brought up to speed on the disciplines required of the immediate position. c. Seek Applicants Out: Don't insist that they come to you. If you are aware of potential applicants and expect to be traveling in their area, take time to interview them. This could be especially effective with blacks or minorities (who normally have a reluc- tance to. work for the Agency) because of the special personal interest shown in the individual. d. Consider Chicanos: Black applicants have long been sought through interviews and trips. A possible neglected source of Chicano recruitment may be in the universities of the southwest, e.g., New Mexico, Arizona, and West Texas, where there is a high percentage of Spanish surname graduates. Perhaps one or more ORD personnel should participate in recruitment trips once or twice a year. e. Retraining: Set up a formal mechanism whereby career plan discussions are held with all women in ORD to discuss career potential and limitations. Also counsel, as required, in developing the appropriate training program. Approved For Release 1999/09/01: CIA-RDP79-00317A000200010006-2 Approved For Release 1999/09/01 : CIA-RDP79-0Q7A000200010006-2 COMMITTEE REPORT ON EEO (Continued) f. Recruitment at Women's Colleges: Request that Agency recruiters recruit against ORD require- ments at such highly accredited schools as Bryn Mawr, Radcliff, Mount Holyoke, Smith, and Wellesley. g. Establish Intermediate Positions: Try to establish positions within the staff and divisions (GS-9 to GS-11) which will provide career growth potential for secretaries who have exceptional administrative or professionally-oriented capabil- ities. 5. RECOMMENDATIONS a. Attempt to improve procedures for recruiting women and minorities. In addition to requesting and reviewing personnel folders, distribute information through ORD on ad hoc applicants, showing flexibility in defining qualifications, and seek applicants out. b. More direct ORD involvement with the southwest Agency recruiters for recruitment of Chicanos, American Indians and other minorities. c. More direct involvement of ORD professional personnel with Agency recruiters by visiting them during TDY's. d. Attempt to identify functions and activities for middle level positions (GS-9 to GS-11) for personnel or applicants who have demonstrated exceptional admin- istrative or professionally-oriented capabilities. e. Require division chiefs to discuss career opportunities with all women employees and provide guidance for a training program if appropriate. Approved For Release 1999/09/01: CIA-RDP79-00317A000200010006-2 Approved For Release 1999/09/01: CIA-RDP79-00317AO00200010006-2 COMMITTEE REPORT ON EEO (Continued) f. Prepare formal presentation of ORD vacancy requirements to the group of Agency recruiters during their yearly Headquarters meeting. 25X1A9a Committee Chairman 25X1A9a C/DPR/ORD C/LSR/ORD 25X1A9a C/SB/MS/ORD Attachment Recruitment Program Memorandum dated 23 May 1974 Approved For Release 1999/09/01: CIA-RDP79-00317A000200010006-2