REVIEW OF CAREER MANAGEMENT ACTIVITIES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01341A000100010004-5
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 7
• Document Creation Date: November 17, 2016
• Document Release Date: May 11, 2000
• Sequence Number: 4
• Publication Date: July 22, 1964
• Content Type: MF

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2 2 JUL 1964
MEMORANDUM FOR: Deputy Director for Intelligence
Deputy Director for Plans
Deputy Director for Science and Technology.
Deputy Director for Support
SUBJECT Review of Career Management Activities
1. It has been several years since most of our concepts of career
management were developed and translated into program activities.' Now,
I think it is timely to review the career management and development
practices of the various career services as the basis for exchanging
useful ideas which have been generated during this period and for
evaluating our central program of personnel support.
2. As a first step, I should like to study any materials published
or in use by the career services which supp__ement Agency regulations by
providing more specific policy and procedural guidance in the development
and utilization of their personnel. Publications concerning such matters
as selection criteria, trainin standa , omotigr is, planned rotation,
and other aspects of career management are o Interest.
3. I would appreciate it if copies of any materials of this kind
which are currently in effect for the career services under your juris-
diction could be assembled and sent to me. I will also appreciate
your forwarding copies of any earlier issuances of similar materials
which serve to illustrate the historical development of career management
concepts and techniques in those services. It will be helpful if I can
receive these publications by 14 August 1964.
4. It is my intention to utilize the Agency Personnel Advisory
Board as the mechanism for the discussion and interchange of policies
and practices which may be of common value in the operation of our
Emmett D. chills
25X1A
Group I Excluded from
automatic downgrading and
C-O-N-F-I-D-E-N-T-I-A-L declassification.
___.. :..
COPY -COPY v ~ COPY
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 Approved For
Approved For
7&j@+ 1H/ WSLd
DATE
RDPWO134M0 001
TO:
Head of the Finance Career Service
ROOM NO.
BUILDING
203
South Building
REMARKS:
The Director of Personnel, in the
attached memorandum, requests that he
be furnished published materials relat-
ing to the activities of the several
Support Services. Please forward any
material which you might have directly
to him. Note that he would like to
have this done by 14 August.
IKW
FROM:
Deputy Director for Support
ROOM NO. BUILDING EXTENSI N
el~~ 2000/ 8/014 - -
FORM RFEB M 55 24 I REPLACES FORM 36-8
WHICH MAY BE USED.
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19 September 1960
1. PURPOSE
2. POLICY
a. In addition to internal training offered by the
Office of Training and by components of this
Office, selected Comptroller personnel may be
approved for external training at Agency expense
when the training is considered to be of suf-
ficient immediate or potential usefulness to
the Agency. As declared by the Congress, the
criterion shall be "development of maximum pro-
ficiency in the performance of official duties
by Government employees."
b Where the value of the external training to
the Agency is not sufficient to justify Agency
payment, the limited value may nevertheless
justify voluntary payment by the individual
and credit to be noted on the Career Record of
the individual for use by the SF Career Service
Approved For. Release Z000/&/97 NCIK-I DPB(F0 34TIAA0AA010004-5
COMPTROLLER INSTRUCTION NO. 39,,Revised
SUBJECT : General - Training
Specific - Policy and Procedures for
Training of SF Personnel
REFERENCES : (a) Government Employees Training Act -
Public Law 85-507
iV
25X1A'
RESCISSIONS: Comptroller Instruction No. 31, dated /'r
28 November 1956
The purpose of this Instruction is to establish the
policy and procedures governing the training of personnel
of the Office of the Comptroller, and personnel assigned
to other components of the Agency who carry the SF career
service designation.
Comptroller Instruction No. 39, revised,,/
. 18 June 1958
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Board. Congressional policy stated in reference
(a) recognizes that "self-education, self-improve-
ment, and self-training" will be supplemented and
extended by Government sponsored programs.
c. Whenever a course is taken purely for personal
benefit, neither career service credit nor
financial reimbursement will be allowed.
d. All types of training (Agency, military, aca-
demic, and commercial) will be reported to the
Comptroller Training Officer for the informa-
tion,and use of the SF Career Service Board.
(See Comptroller Instruction No. 82 for require,
ments for reporting external training.)
e. Individual and position training plans will be
based on the requirements of the ' official job
functions and the employee's carper development.
The needs of the Agency will be given priority
over personal preferences.
3. PROCEDURES
a. Requests for Internal Training, Form 73, will
be signed by the Division or Staff Chief and
forwarded to the Training Officer.
b.'? When the Agency is asked to approve external
(non-CIA) training for credit and to authorize
payment of the cost, a Request for Training at
Non-CIA Facility (Form 136) will be prepared by
the employee. In box 21, "Career Service Board
Approval of This Request," the signatures of the
appropriate Division or Staff Chief and the
Training Officer will indicate their concurrences.
The signature of the Comptroller in box 22 will
indicate Office approval.
CIO When the Agency is asked to approve external
training for credit but without any cost to the
Agency, an explanation to this effect will be:{
written under Item 15, "Estimated Expenses"..,
4. CAREER RECORDS FOR SF PERSONNEL ASSIGNED TO OTHER
OFFICES
a. Personnel carrying an SF Career Designation but
not assigned in the Office of the Comptroller
will submit training requests through the com-
ponent to which they are assigned.
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b. In-all such cases, however, the Comptroller should
be informed of such training when completed so
that.caroer records for all SF Employees can be
kept current and complete. A copy of training
reports by OTR and other schools should be fur-
nished for the aF Career Service files.
5. MXNXMUM STANDARDS FOR FORMAL TRAINING OF COMPTROLLER
PERSONNEL
Survey of Supervision and'. Management (OTR 308)
b. For all personnel who have current first-line or
direct supervisory responsibilities:
Supervision (OTR 301)
co For all personnel who have current middle-
management or higher managerial responsibilities:
Management (OTR 302) - This course is pre-
requisite for nomination
to many senior programs
in external training.
d. For all administrative, secretarial, and cler-
?ical personnel GS-7 or below:
For all personnel (GS-12 or;abovo) who have no
current supervisory or managerial responsibilities
but who have responsibilitigs in coordination or
staff guidance functions:
Administrative Procedures (OTR 101)
e. For all personnel GS-7 or above:
Intelligence Orientation (Two Phases) (OTR 901)
For all Branch, Staff,and Division Chiefs who
directly support DD/P elements and all personnel
GS-11 or higher who directly support DD/P elements:
Operations Support (Two Phases) (OTR 102)
For all personnel proceeding*::to an overseas posi-
tion as Senior Finance Officers for the first time
or being assigned as Chief Budget and Fiscal Officer
of a DD/P Area Division for the first time:
Operations Familiarization (OTR 402)
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h. For. all personnel (GS-7 and above) whenever they
are returning from an overseas PCS assignment:
Clandestine Services Review (0TR 409)
6, COMPLIANCE WITH REQUIREMENTS
The training outlined in the previous paragraph is
designed to insure that personnel are capable of dealing,
with problems to be met in current or new assignments
involving greater responsibilities or different working
relationships. Division and Staff'Chiefs will coordinate
the required training with the Training Officer and will
be responsible for releasing employees from duties so that
these standards are met. Consistent with working schedules
and other priority requirements, the required courses
should be taken as soon as possible after entering on duty
and before reassignment or promotion. The' Comptroller
reserves the right to make directed training assignme.nts
in the Office of the Comptroller as necessary to meet SF
Career Service requirements.
7. TRAINING BEYOND REQUIRED MINIMUM
.The courses prescribed in paragraph 5 represent
the minimum standards. Staff and Division Chiefs are
urged to enroll employees for additional courses in
external or internal training which will "increase
efficiency and economy" as intended by Congress. Special
consideration should be given to the varied types of train-a
.ing conducted by the Office of the Comptroller. Career
employees. should also take, appropriate OTR courses in
Effective Speaking, Writing Workshops, and Conference
Techniques. These courses are especially recommended for
candidates to senior programs in external training.
8. LANGUAGE DEVELOPMENT PROGRAM (For details on foreign
language and area study requirements see Comptroller
Instruction No. 89.)
a.. The voluntary study of foreign languages on an
off-duty basis is encouraged. Off-duty training
may be approved by the Training Officer for the
Office.
b. Foreign language training in direct relation to
current and proposed job functions may be approved
by the Comptroller as an on-duty assignment under
certain conditions. Each request will be judged
on its own merits.
c. Voluntary foreign language training which is not
related to job functions and which is 'undertaken
on an off-duty basis may be supplemented by on-duty
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internal training to the extent of five hours
per, weep if approved by Staff or Division Chief,
d. Foreign language proficiency will be considered
by the SF Career Service Board in effecting
overseas rotat.on and other assignments.
9. WAIVER
Except as otherwise provided by higher authority,
a waiver of these requirements can be authorized only
I~y the Comptroller.
25X1A
mptroller
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