SEMI-ANNUAL REPORT OF PROGRESS AND PROGRAM PLANS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000100060010-8
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 23
• Document Creation Date: December 9, 2016
• Document Release Date: September 11, 2000
• Sequence Number: 10
• Publication Date: June 30, 1956
• Content Type: MF

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,,SEMI-ANNUAL REPORT
of
P1 GRESS and PROGRAM PLANS
for period
1 July 1955 through 30 June 1956.
Deputy Director of Personnel for Planning & Development
Staffs:
Development
Tbilization
Plans
Selection
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2 0 FEB 1956
MEMORANDUM FOR :
THROUGH:
SUBJECT:
REFERENCE:
Executive Officer, Office of Personnel
Deputy Director of Personnel for Planning and evelopnent
Semiannual Report of Progress and Program Plans
Memorandum from the Director of Personnel, Semiannual
Reports of Progress and Program Plans, dated 11 July 1955
1. Forwarded herewith is the Semiannual Report of Progress and
Program Plans of the Development Staff as requested by the referenced
memorandum.
2. The attached report consists of two parts: Section I is a
report of progress and accomplishments during the period 1 July to 31
December 1955, and Section II is a report of program plans for the
.current period 1 January to 30 June 1956.
Acti ,
Office of Personnel
Attachment:
Subject Report
25X1A9a
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SEMIANNUAL REPORT OF PROGRESS AND PROGRAM PLANS
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SEMIANNUAL REPORT OF PROGRESS :AND PROGRAM PLANS
SECTION I - MAJOR ACCOMPLISHMENTS AND SIGNIFICANT DEVELOPMENTS
(1 July 1955 to 31 December 1955)
1. Monitoring the Career Planning Function in the
Agency .............. ? . ? .......................... ? l
2. Monitoring and Evaluating the Performance of the
Individual Career Services... ....?.?.....?........ 2
3. Administration of Career Development Programs....... 3
SECTION II - PROGRAM PLANS -- 1 JANUARY 1956 TO 30 JUNE 1956
1. Monitoring the Career Planning Function in the
Agency ............................................ 6
2. Monitoring and Evaluating the Performance of the
Individual Career Services...............,,...,,.. 8
3. Administration of Career Development Programs....... 8
Appendix A -Content Sheet of the Summary Report for 1 January
1955 to 30 June 1955............ .................. i
Appendix B - Career Development Programs Statistical Report on
JCD and SCD Programs .............................. iii
Appendix C - Status Report of Career Development Programs as of
18 January 1956..?......r ......................... iv
Tab 1 - Status Report of Participants ............... iv
Tab 2 - Summary Slot Status Report* . o. , * * a 9 ......... v
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SEMIANNUAL REPORT OF PROGRESS AND PROGR1M PLANS
25X1A
The Development Staff was officially activated on 1 July 1955
and three persons were assigned to three of the five positions that
comprise the Development Staff Table of Organization. The Develop-
ment Staff has as its mission: (1) Monitoring the career planning
function in the Agency, (2) Monitoring and evaluating the perform-
ance of the individual Career Services, and (3) Administering the
Junior Career Development Program and the (Senior) Career Develop-
ment Program.
The Staff's responsibilities can be divided functionally into
four areas of activity. The Acting Chief performed during the report
period (1 July to 31 December 1955) the Recorder's function for the
CIA Honor Awards Board. The responsibility for the Recorder's function
was assumed by the Deputy Director of Personnel for Planning and Devel-
opment on 19 January 1956 at which time the former Acting Chief of the
Development Staff was detailed for a period of four months to PPD. The
Development Staff continues to furnish clerical assistance to the present
Recorder of the CIA Honor Awards Board.
SECTION I MAJOR ACCOMPLISHMENTS AND SIGNIFICANT DEVELOPMENTS
(1 July 1955 to 31 December 1955)
The progress and accomplishments for the last six months of 1955
are reported below for each of the three major areas of activity for
which the Development Staff is responsible.
1. MONITORING THE CAREER PLANNING FUNCTION IN THE AGENCY
a. Upon activation the Staff assumed the responsibility for
the initiation of regulatory issuances regarding career develo
ment. Prior to the report period, drafts of 25X1 A
= "Career Development" had been prepared by the Planning and
Analysis Staff (PAS) in collaboration with Placement and Utiliza-
tion Division (PUD) and the Career Service Staff (CSS). These
drafts had encompassed only the two special programs for career
development.
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During the reporting period it was decided that Regula-
25X1A tion should cover the area of career planning and
25X1A that should cover the special development programs.
In accordance with this decision, the Staff initiated these two
regulations. At a later date it seemed advisable to confine
25X1A to the Junior Career Development Program since it was
determined that an exhaustive analysis of the SCD Program should
preclude formalization of policies and procedures of the SCD
Program in a regulatory issuance. "The
Junior Career Development Program," was published on 14 January
1956.
25X1A
, "Career Planning" was prepared
and working collaboration effected during the report period.
It is planned that this regulation will be submitted to the
Career Council in March 1956.
b. The Staff participated in the preparation of OPM No. 20-
110-7, "Individual Career Planning," which provides for a formal
program of career planning for members of the Personnel Career
Service. Members of the Staff have also made contacts with rep-
resentatives of other Career Services on the subject of individual
career planning. Participation in and discussion of the career
planning programs of the various Career Services provide basic
material for the formulation of policies and procedures for an
Agency-wide individual career planning program.
c. A standard one-page Biographic Brief has been designed
in the Office of Personnel and will be proposed for Agency-wide
use. This Biographic Brief is proposed for use in the prepara-
tion of individual career plans and other various normal and
recurrent types of personnel action. Members of the Staff collabo-
rated with officials in Personnel and DD/P in determining informa-
tion to be included in this Brief.
A staff study on the proposed use of this Brief in the
Agency was prepared in the Development Staff and will be coordi-
nated within the Office of Personnel prior to submission to the
Career Council for consideration.
2. MONITORING AND EVALUATING THE PERFORMANCE OF THE INDIVIDUAL
CAREER SERVICES
The Development Staff has as one of its missions the respon-
sibility of monitoring and evaluating the performance of the individual
Career Services to determine uniformity of performance and compliance
25X1A
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with the intent and purpose of the CIA Career Council. The basic
approach to the discharge of this responsibility is through analysis
of quarterly reports submitted by each Career Service, in accordance
with a memorandum from Chairman, CIA Career Council to Heads of
Career Services, dated 25 February 1955. The Development Staff
analyzes these reports and prepares a Summary Report of the activities
of the various Career Services. The Summary Report for the period
1 January to 30 June 1955 summarized the organization of the Boards
and Panels concerned with the personnel management of the individual
Career Services and reviewed the activities and accomplishments of
the various Career Services. Copies of this 51-page Summary Report
were distributed to Operating Officials and Chairmen of Career Service
Boards and Panels to effect among the various Career Services an inter-
change of information regarding policies, procedures, and techniques
used in the implementation of the Agency career program. (Appendix
is a copy of the Content Sheet of the Summary Report for 1 January 1955
to 30 June 1955)
In view of the interest in the first Summary Report, it was
decided that in the future summary reports of the activities of the
Career Services would be prepared on a quarterly basis. In accordance
with this decision the Summary Report for the period of 1 July to
30 September 1955 was prepared and distributed on 15 December 1955 to
the CIA Career Council, Operating Officials and Chairmen of Career
Service Boards and Panels.
The Staff has served as a clearing house for career service
information since its inception and has submitted information upon
request to various Career Services and Agency officials. These requests
have been to a great extent on an informal basis and were in general
seeking information related to organization, membership, and policies
of the various Career Boards or Panels.
3. ADIN INISTRATION OF CAREER DEVELOPMENT PROGRAMS
The responsibility for the administration of the Junior
Career Development (JCD) Program and the Senior Career Develop-
ment (SCD) Program was transferred from the Personnel Assignment
Division to the Development Staff on 1 July 1955. The JCD Program
was instituted May 1954 and few major changes in the basic purpose,
policy, and procedures have been made since that time. The so-
called Senior Career Development Program was first introduced in
1952 as the Rotation Loan Program and later was commonly called
the Senior Career Development Program to distinguish it from the
Junior Career. Development Program.
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b. Development in Career Development Programs
(1) Career Development Positions
(a) As of 1 July 1955, 40 positions (15 vouchered
and 25 unvouchered) all of which were established on a
T/0 authorization, were available for utilization by
participants in the SCD Program. The JCD Program was
approved for 30 positions, eight of which were estab-
lished in a T/0 authorization.
(b) As of 31 July 1955 the ceiling allocation for
the SCD and the JCD Programs was 33 positions, 29 of
which were allocated to the SCD Program and 4 to the
JCD Program. All these positions were filled. Five
additional persons had been approved for participation
in the Programs (4 in JCD and 1 in SCD) and nine requests
for SCD positions were on hand.
(c) A staff study on the status of the career develop-
ment programs in relation to ceilings established in the
Office of Personnel was submitted to the CIA Career Council
on 15 September 1955. As a result of the Council's discus-
sion, the Deputy Director (Support) directed the allocation
of 48 positions for the two career development programs and
that the T/0 authorization be changed so that any of the 48
positions were available for either of the two programs.
The Deputy Director (Support) also authorized double slot-
ting to a reasonable degree persons newly selected for
participation in the career development programs in order
to provide the necessary flexibility to maintain the career
development programs during the transition period.
(2) Administration of Career Development Programs
The CIA Career Council approved a change in the mecha-
nism for selecting candidates for participation in the career
development programs. The JCD Program had formerly been admin-
istered by the Committee for Career Development of Junior
Personnel and the SCD Program was administered jointly by the
Director of Personnel and the Director of Training, acting for
the CIA Career Council. During the report period a Career
Development Committee consisting of the Director of Personnel,
Chairman; the Director of Training, and two members, one appointed
by the DD/I and one by the DD/Pwas established. This Committee
was delegated the responsibility of administering both pro rams.
This administrative change was later formalized in 25X1A
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c. Participation in the Career Development Programs
A statistical report on the number of participants in
the Career Development Programs during the report period is
attached. (Appendix B) This report shows the number of
participants as of 1 July 1955, 31 December 1955 and the total
number for 1 July to 31 December 1955, including the breakdown
according to grade range, type of program, and major component
sponsoring participants.
(1) Senior Career Development Program
During the period 1 July 1955 to 31 December 1955
a total of 44 persons participated in the Senior Career
Development Program, approximately 84% of these persons
were engaged in training activity external to the Agency and
the other 16% were engaged in intra-Agency rotational develop-
ment. During this period a total of 13 requests for positions
to be allocated for participation in the SCD Program were
received in this Staff. All requests were approved and the 13
individuals approved for the Program were transferred to the
Office of Personnel, Career Development Authorization.
(2) Junior Career Development Program
During the period 1 July 1955 to 31 December 1955 a
total of nine persons participated in the Junior Career
Development Program, all engaged in intra-Agency rotational
development including internal training to supplement their on-
the-job development. The Career Development Committee selected
four persons, who had previously applied, for participation in
the JCD Program making a total of eight participants as of 31
December 1955? (One JCD participant resigned from the Agency
in August 1955.) During the period eight applications for
participation in the JCD Program were received; four were dis-
approved, three were deferred, and one was withdrawn.
The JCD Program adhered closely to its stated purpose
in 1954 to give junior personnel with executive potential an
opportunity to develop by making available to them varied
rotational and training experience. This Program has not been
active as originally planned as evidenced by the relatively few
applicants, and the even lesser total number of participants.
This is partially because the SCD Program was already being used
for a limited number of rotational assignments when the JCD
Program was established. Both programs provide slots which are
not charged to the T/O's of Operating Components, but the JCD
Program is competitive and more selective.
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SECTION II - PROGRAM PLANS -- 1 JANUARY 1956 TO 30 JUNE 1956
The Development Staff began the current period with three
persons assigned to the Staff, and no change in mission or respon-
sibilities. The former Acting Chief was detailed on 9 January 1956
to PPD for a period of four months resulting in the temporary assign-
ment of a member of the Staff as Acting Chief and the detail of one
staff officer from Plans Staff to this Staff.
The functional areas of responsibility outlined in Section I are
discussed below in reference to present status and proposed plans for
the current period.
MONITORING THE CAREER PLANNING FUNCTION IN THE AGENCY
a. Status of Current Program
(1) The coordination of Regulation , "Career 25X1A
Planning," in the Office of Personnel has been deferred until
the CIA Career Council studies the problems of individual
career planning.
(2) At the suggestion of the Inspector General the Career
Council has determined that the March meeting of the Council
will be devoted to the subject of Individual Career Develop-
ment Plans in the-Agency. The Inspector General also requested
that reports be made to the Career Council by Heads of Career
Services on their respective present policies, programs and
procedures related to individual career planning for employees
under their jurisdiction. The Development Staff, under the
direction of the Deputy Director of Personnel for Planning
and Development, initiated the request for these reports and
participated in a meeting of the secretaries of the various
Career Services to brief them on the preparation of these
reports. These reports will be compiled and summarized as
necessary and will be submitted to the Council along with a
staff study on the problems of individual career planning.
(3) Members of the Development Staff are preparing a
survey analysis of the two career development programs, from
their inception to present time, for submission to the Council
at its March meeting. Such information is pertinent to the
subject of career planning in the Agency. This survey will
include for each program the total number of applicants, the
number of participants, types of programs authorized for these
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participants, and the breakdown of the number of participants
by grade, Service Designation, and major components sponsoring
these individuals. The required statistical information
required in reference to the SCD Program involves considerable
research and a careful review of the transcript and minutes of
the CIA, Career Service Board and the CIA Career Council from
1952, the date of the inception of the SCD Program.
(4) The proposed brochure on the CIA Career System which
was initiated by a member of this Staff in April 1955 is still
in draft stage. Due to pressure of work, increased responsi-
bilities, and a limited staff, no work is currently being done
on this brochure.
(5) The staff study on the Biographic Brief, mentioned in
Section I,is ready for working collaboration within the Office
of Personnel prior to submission to the CIA Career Council. It
has been suggested to the Personnel CMO that the Biographic
Brief form be used as a "trial run" in the preparation of Indi-
vidual Career Plans for members of the Personnel Career Service.
b. Program Plans for Current Six Months
The Development Staff anticipates the following accomplishments:
(1) Providing information to Heads of Career Services and
other officials concerned with information, as necessary or
upon request, in regard to personnel management ehniques to
implement their individual career planning programs.
Deputy Director of Personnel for Planning and Development and
a member of the S-baff are scheduled to discuss the individual
career planning in the Agency at one session of Curie College
in April. It is anticipated that the Deputy Director of
Personnel for Planning and Development and members of the Staff
will participate in group conferences of officials in other
career services which will probably be scheduled to discuss
problems and procedures of career development.
(2) Reviewing Career Service reports and Individual Career
Development Plans to determine the effectiveness of the career
planning program in the Agency. More emphasis will need to be
placed on this function if the formal Individual Career Develop-
ment Plans are required for Agency personnel.
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2. MONITORING AND EVALUATING THE PERFORMANCE OF THE INDIVIDUAL
CAREER SERVICES
a. Status of Current Programs
The Summary Report of the Activities of the Career Services
for the period 1 October to 31 December 1955 is in the process of
preparation. The fourth quarterly reports from the various Career
Services were due 16 January 1956, but two reports were outstanding
until 9 February 1956. It is anticipated that the Summary Report
for the past quarter will be submitted to the Career Council,
Operating Officials, and Chairmen of Career Boards and Panels on
or before 1 March 1956.
b. Program Plans for Current Six Months
(1) Reports from the Career Services for the current
quarter will be due on 15 April. These reports will be analyzed
and summarized. It is hoped that the various Career Services
can be encouraged to submit their reports promptly in order that
the Summary may be prepared and distributed early in April 1956.
It is felt that with the increasing emphasis on career service
activity the summary reports for each quarter will be considered
by Career Boards and Panels, Career Management Officers and other
officials as a useful and significant means of interchange of ideas
in regard to the principles and techniques of career development.
(2) It is anticipated that more information relating to
membership, composition, and organizational structure of Career
Service Boards and Panels, and particularly information regarding
Service Designations will be requested from this Staff in view of
the current discussions on identifying positions on Tables of
Organization by Service Designations and current planning for the
revision of Tables of Organization to reflect manpower staffing
and development requirements.
ADMINISTRATION OF CAREER. DEVELOPIAENT PROGRAMS
a. Current Status of Programs
Appendix C, Tab 1, is a status report of the participants in
the JCD and SCD Programs as of 18 January 1956. This report shows
component, grade, Service Designation, program and period of incumbency.
Appendix C, Tab 2, is a summary slot-status report of career develop-
ment programs and a graph of position incumbency, July 1955 to June
1956, in relation to ceiling. This graph shows how present incumbents
will be "phased out."
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(1) Senior Career Development Program
As of 1 February 1956, there were 24 persons
actually in the SCD Program. The Career Development
Committee, at its meeting on 25 January 1956, considered
six requests for SCD positions; four applicants were
approved for participation and two were disapproved.
Three more applications are currently on hand and it is
expected that Career Development positions will be
requested for the seven candidates to be selected to
attend the forthcoming sessions of the Defense Colleges.
(2) Junior Career Development Program
As of 1 February 1956, there were eight partici-
pants in the JCD Program and four applications to be sub-
mitted to the Career Development Committee for action at
its next meeting.
b. Program Plans for Current Six Months
(1) Senior Career Development Program
The SCD Program provides an effective mechanism
for Operating Officials to accomplish their objectives in
connection with external training for subordinates within
their respective components by providing positions not
chargeable to the T/O's of operating components. With the
imposition of more realistic T/O's and ceilings, it is
anticipated that there will be more requests for positions
than can possibly be allocated with the current authoriza-
tion of only 48 positions for both (JCD and SCD) Programs.
Thus the Career Development Committee is faced with the
question of determining more selective criteria for approving
candidates for Career Development positions. The Committee
at its last meeting took the position in its disapproval of
two requests for SCD positions, that Career Development positions
should not be utilized for internal on-the-job training for
individuals, Agency training or other activities which could
be arranged through administrative adjustments within the
purview of the Heads of Career Services.
Thus the first priority, aside from actual adminis-
tration, is to formalize policies governing the SCD Program
and to adapt existing informal procedures. Such a formaliza-
tion would include a statement of policy which would provide
guidance for Operating Officials who wish to utilize career
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development positions in implementing career plans for indi-
viduals under their jurisdiction and for the Career Develop-
ment Committee responsible for selecting participants.
are in progress for renaming the present Senior Career
Development Program and limiting its scope to situations
where the main objective is detail to developmental or train-
ing situations external to the Agency or across-the-board
developmental rotational duty. This will be formalized by
proposing the revision of to cover both of the 25X1 A
special Career Development Programs or by initiating another 25X1A
regulation for the present SCD Program in the-
(2) Junior Career Development Program
(a) In the next six months the present procedure of
requiring a monthly report from each JCD and submitting
these reports to the Career Development Committee and the
appropriate Heads of Career Services will be continued.
The regular monthly meetings of all JCD's will also be
continued inasmuch as such meetings are considered to be
valuable as a "morale builder" for the participants and a
good supervisory procedure. The meetings of the DD/S, DD/I,
and DD/P Training Liaison Officers will be regularly covered
by a member of this Staff to secure information in counsel-
ing and assisting JCD's in implementing their plans.
(b) In the coming months, aside from actual adminis-
tration of the Program (which task will be increased as new
participants are chosen) plans encompass the following
objectives,
i. Increasing publicity for the JCD Program.
2. Spending maximum amount of time possible (with
the limited number of staff members) in counseling and
supervising the individual participants in the Program
and evaluating their activities and accomplishments.
(c) Preparing an objective and subjective analytical
report of the policies, selection criteria and administrative
procedures followed in the JCD Program since its inception in
1954. Such a report will include evaluations from individuals
participating in the Program and officials in host components
where JCD's are or have been detailed, as well as comments
from the Career Development Committee and officials in the
Office of Personnel administering the Program. Such a report
would be a basis for making recommendations as to more effec-
tive utilization of this Program in the future.
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Sl lABY R2ORT
of the
ACTIVIT:9: S OF THE CAREER IICES
1 January 1955 to 30 June 155
CONS
Page
SECTION I CLAYEST` r SERVICES C '"R .RViC ;
A. ORGANIZATION . . . . . . . .
B. ACTIVITIES
General. . . . . . . . . . b . . . . .
Clandestine Services C? ree:. Service Ba ,.
Clandestine . Services Career- Service Ps a~ e.FI Career Service Pane..
PP Career Service Panel.
TSS Career Service Panel Clerical Career Service Panel. . . . . .
SECTION II T`. INTELLIGENCE PRODUCTIOI CAR J M-NIC'B
A. ORGANIZATION . . . .
B. ACTIVITIES
Intelligence Production Career Service _4 it 9
ONE Career Service Board . a . . 9
OCI Career Service Board . a o a 10
OSZ Career Service Board .
SECTION III THE OPERATIONS CARED tVICE
ACTIVITIES . . . .
SECTION IV THE COLT=ION AND HI SE .A:II..ON 1U1
~>::
B.: l C i I ITIES . . c .. . . .
SECTION V TM SUPPORT CAREER SFY V i,C 2.
0MA,NMATION
. ACTIVITIES
Administration Career Bo re
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Office of the Comptroller Career Service Board
.
33
Office of Comrmanications Career. Service Board.
Lrigstics Career Board
tr
37
Medical. Staff Career Service Board
=
39
Personnel Career Board . o = a
!2
Office of Security Career Service Board. -
Office of Training Career Service Board.. .
-6
APPRID
Roster of Careen Service Boards eand. Pw ls, I SG;at 5
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STATISTICAL REPORT CST
JCD AND SCD PROGRAMS
AS OF 1 JULY 1955 AND 31 DECEMBER 1955
AUTHORIZED POSITIONS
Vouchered Unvouchered. Total
NUMBER OF
PARTICIPANTS
JCD SCD TOTAL
SPONSORING
COMPONENT
DD /I DD/P DD/S
PROGRAM
External Internal
Training Training
GRADE RANGE
GS-9.-11-12-13-14-15
AS OF
1 JULY 1955 15 25 4o
5 31 36
20 10 6
25 11
7 11 10 3 2 3
AS OF
31: DEC. 1955 23 25 48
8 30 38
21 14 3
24 14
5 10 12 5 4 2
FOR PERIOD
1 JULY 1955 THROUGH 31 DECEMBER 1955
NUMBER
OF
PARTICIPANTS
SPONSORING PROGRAM INCUMBENCY
GRADE RANGE COMPONENT External Internal IN COMPLETED as of
GS-9-11.12-13-14-15 DD/I DD/P DD/S Training Training PUT PROGRAM 31 DEC. 1955
JCD
SCD
9
44
0 5 3 1 0 0
811 12 5 4 4
9
17
0
20
0
37
9
7
13
0
14
8*
30
TOTAL
53
81615 6 4 4
26
20
37
16
17
14
38
* One (1) Resignation from Agency
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 25X1A9a
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Approved For Release 2000/09/14: CIA-RDP80-01826R000100060010-8
 Approved Foelease 2000/09/14: CIA-RDP881826R000100060010-8
Ceiling
33
SUMMARY SLOT STATUS REPORT 18 January 1956
CD & JCL) PROGRAMS
No. Processing Processing Anticipated
Occupied In Out Net
36
34+
POSITION INCUMBENCY JULY ?55 - JUNE 156
(based on present commitments)
(All estimates based on asswrnption of prompt submission and processing of actions.)
V ~q PP(:T-
Approved For Release 200((00 / 4 plA-RDP80-01826R000100060010-8