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:
Attachment | Size |
---|---|
CIA-RDP79-00317A000200010006-2.pdf | 246.93 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
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Approved For: ,
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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
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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.
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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
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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