PROPOSED CAREER DEVELOPMENT PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-00693A000200010048-0
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 10
• Document Creation Date: December 22, 2016
• Document Release Date: May 25, 2011
• Sequence Number: 48
• Publication Date: December 30, 1970
• Content Type: MEMO

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3 0 DEC 1970
MEMORAMUM FOR: Administrative Officer
Office of Research and Development
SUBJECT : Proposed Career Development Program
I apologize for the delay in returning the attached to you with our
comments. Mr. Wattles asked that we circulate it among a few of our Career
Board members and our own Career Management Officer before replying. I'm
taking the liberty of replying for him inasmuch as he is currently preparing
to move on to his new assignment.
First, we all here applaud your effort to improve employee development
within your component. The plan is basically sound and we think, for an
outfit of your size, could be effectively administered.
There are a couple of points we would like to bring to your attention.
You discuss the possibility of entering your professional employees on duty
under reserve appointment until such time as the Career Service Panel
recommends termination or conversion to staff (paragraph 4,d.). Our own
Review Staff here is presently working on proposed regulatory changes to
put more teeth into our three-year provisional career appointment system
with appropriate determinations at the conclusion of the three years
regarding termination or conversion to full career status. We think this
would be of greater help to you than the use of reserve appointments
inasmuch as the latter are not really designed for the purpose you have
in mind.
A number of us wondered if pre-EOD interviews or appearances before
the Career Service Panel would prove effective. Certainly enough effort,
by the time of EOD, has gone into background investigations and personal
interviews with those who require the functional services involved to
make somewhat superfluous a personal meeting before a Board.
One last point: If you do get into the area of long-range individual
career plans, experience elsewhere in the Agency has indicated that such
plans should be kept rather broad and flexible in outline. We have had
very unhappy experiences, as you probably know, with the concept of
"five-year career plans" and are presently considering the recision of
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our midcareer planning regulation with its inclusion of the concept of
"five-year career plans." Too often in this business, situations and
requirements change and employees who are directed toward areas other
than those envisioned in an earlier plan feel that commitments to them
have not been kept. This is a touchy area and such problems should be
kept in mind when planning on a long-range basis the development of
employees.
We would be glad to discuss any part of your proposed program with
you at any time.
Tecutive Officer
ff ice of Personnel
Qua 1
Excluded from eutemxtl.
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MEMORANDUM FOR: Director of Research and Development
SUBJECT : Proposed Career Development Program
1. After observing the activities of the ORD Career Service Panel
for the past 7 1/2 years, I feel that the system could be improved by
the implementation of a career development program. This program would
utilize the much discussed 2-track promotion system and a method by which
an employee, his division chief, and the CSP would actively participate
in the development of a career plan based on the needs and desires of the
employee and the career potential which he has demonstrated to his chief
and the Panel. Depending upon the employee's desires and capabilities,
he would be placed on either a technical support track leading to an SPS
grade as a scientific advisor or on a management track leading to higher
management and a supergrade rating.
2. I believe that ORD would derive enormous benefit from the estab-
lishment of a positive, flexible career development program. These
benefits would include:
a. A positive, long-range career development program based on
the desires and capabilities of the employee.
b. Better morale since an employee would know what plans the
Agency had for him and how he could plan his future.
c. A long-range training program designed for the needs of
the individual and of the office. The training program would
include a "retread" period, a sabbatical year, in which the employee
would receive training designed to bring him up-to-date and pre-
vent intellectual and technical stagnation.
d. Active participation of employees and the CSP in career
development plans and programs.
e. A revised evaluation system whereby the CSP would
periodically review the progress of each individual, recommend
training where required, or recommend remedial action where
problems were encountered. The frequency of these reviews and
evaluations should provide a more efficient "weeding out"
procedure.
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SUBJECT: Proposed Career Development Program
f. A promotion system which would insure that each employee
is considered for promotion on a regular schedule. A promotion
list, based upon time in grade, would be established for each grade
level and presented, according to schedule, to the CSP. The CSP
would be required to remove, from the list, the names of those
individuals who should not be promoted and would require that the
responsible division chief take the necessary steps which would
make that person eligible for promotion.
3. Attachment 1 is the generalized personnel management plan
showing various milestones as they would occur for a new employee.
Attachment 2 represents a tentative career development plan for an
individual entering on duty as a GS-12.
4. Implementation of the plan would require:
a. Establishment of a 2-track system leading to supergrade
management positions or SPS positions as scientific or special
advisor.
b. A final decision by the employee, before promotion to
GS-14, whether he would be technical support or management.
c. Promotion lists based on grade and time in grade.
Personnel ineligible for promotion for any reason would be
removed from the list only by the vote of the CSP.
d. New employees would have five year reserve appointments
or until such time as the CSP recommends termination or conversion
to staff.
5. In addition to the plan itself, I recommend the following
actions: Z7-
7 - -a-. Establish a procedure by which the CSP would review fitness
reports after signatures are obtained.
b. Permit (or require) that prospective employees, both EOD's
and transfers, be interviewed by the CSP before EOD approval is
-requested in order to have an additional input for your final
decision.
6. The plans, which I have outlined, would not change the basic
advisory role of the Career Service Panel but would make it more
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SUBJECT: Proposed Career Development Program
effective as a Career Panel by permitting greater involvement in
personnel matters. The plan could be implemented without too much
perturbation in ORD, but would require the cooperation of the Senior
Panel when, and if, it became necessary to increase the SPS allocation
in order to accommodate the requirements of the plan.
Adminis ative Office
Office of Research and Development
Attachments: (2)
1. Personnel Management Plan
2. Career Development Plan
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Attachment 1
PERSONNEL MANAGEMENT PLAN
First Year
1. EOD as Reserve appointee.
2. Applicable in-house training.
3. Meets with Career Service Panel
to discuss career plan.
4. Career Panel recommends retention,
training schedule, career plan
(i.e., technical or management
track).
Second Year
1. Review by CSP for implementation
of recommendations.
2. Competitive evaluation and re-
S evaluation of career plan.
3. GS 10 - 13 promotion actions
presented to CSP for approval
and recommendation for action.
4. Review disapproved actions to
determine necessary steps for
qualifying for approval.
Third Year
1. Competive evaluation and review
of career plan and implementation.
2. GS 14 - 15 promotion actions
presented to CSP for approval and
recommendation for action.
3. Review disapproved actions to
determine steps necessary for
approval.
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Attachment 1 (continued)
Fourth Year. 1. Competitive evaluation.
2. Meets with CSP to discuss career
plan "retread" training plan and
schedule.
3. CSP recommends convention to staff
status separation or renewal of
Reserve appointment.
4. Presentation of approved career
plan to D/ORD for final approval.
Mandatory Items:
1. Promotion
a. Grades 9, 10, 11, 12 shall be considered for promotion no later
than two years after last promotion date.
b. Grades 13, 14 shall be considered for promotion no later than
three years after the last promotion date.
c. The Career Service Panel shall require the supervisors of
employees appearing on the promotion list to adequately defend the
promotions. The Panel shall vote to strike the name of an employee
adjudged unqualified and shall recommend action by the supervisor for
qualifying the employee.
2. Career Planning
a. The supervisor of a new employee shall develop a -proposal for
a career plan for presentation to the CSP. The plan shall be periodically
reviewed by the Panel no later than the end of-the employees fourth year
and shall be included in the employees official personnel file.
b. The CSP shall be responsible for execution of the career plan.
3. Training
The initial career plan shall contain a schedule for required Agency
in-house training and shall recommend a schedule for both internal and
external courses to augment or refresh current skills. The plan shall
1UPINT
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Attachment 1 (continued)
also include a tentative "retreading"
involve a sabbatical year in industry osc. " may
rhinuformalhacademicetrainin
and should occur no earlier than the fourth year nor later than the
seventh year of service. g
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EOD DATE: 5 July 1970
CAREER DEVELOPMENT PLAN
John P. Doe GS 12
DIVISION: Applied Physics
BACKGROUND: DOB 1948, BEE degree Cornell University, no graduate
work, no industrial experience.
Initial Meeting with CSP: 2 September 1970 - Tentative
plan and schedule approved, management track.
TENTATIVE SCHEDULE:
Dates
5 July 1970 - EOD
14 - 21 July 1970
21.- 22 October 1970
1 March 1971
3 April 1971
.15 - 28. June 1971
1 October 1971
2 December 1971
2 - 15 February 1972
1 July 1972
Activity . Date-Completed
Intelligence and World Affairs 21 July 1970
DD/S&T Project Officer Seminar 22 October 1970
Supervisor meets with CSP to
discuss plan and probational
status.
CSP review of initial fitness
.report and recommendation for
retention in service.
OPs Familiarization
CSP review implementation of
.plan and competitive evaluation.
Promotion consideration
GS 12 to GS 13.
Management Course OTR
Competitive evaluation, CSP
review of plan implementation.
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Attachment 2 (continued)
Dates
2 - 10 September 1972
7 July 1973
2 August 1973
Activity
Managerial Grid
Competitive Evaluation
Meets with CSP to discuss
career plan and tentative
sabbatical.
Date Completed
4 September 1973 CSP recommendation for
conversion to career status
or termination of employment.
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