REPORT OF PROGRESS AND PROGRAM PLANS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000100100007-7
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 9
• Document Creation Date: December 22, 2016
• Document Release Date: September 30, 2002
• Sequence Number: 7
• Content Type: REPORT

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SELECTION STAFF
REPORT OF PROGRESS AND PROGRAM PLANS
SECTION I Report of Progress and Accomplishments During the
Period 1 July 1957 30 June 1958
Pages
A
. Work Load and Flow of Career Staff Applications . . . .
. 1
B. Career Staff Policies and Procedures . . . . . ? ? , ,
, 2
C. Biographic Profiles. . . . . . . . . . ? . ?
. . . .
? 4
D. Other . . . . . . . . . . . . . . . . . .
.5
E. Training . . . . . . . . . . . . . . . . .
?..
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SECTION II Report of Program Plans for 1 July 1958 - 1 July 1959
A. Career Staff Applications, . . . . r . . . . . . . 6
B. Biographic Profiles. . . . . . . . . . . . . 6
SECTION III Report of Program Plans for 1 July 1959 - 1 July 1960
A. Career Staff Applications. . . .. . . . . . ,
B. Biographic Profiles. . . . . . . . . . . 7
APPENDIXES
A. Statistical Report of Processing Applications as of 30 June 1958
B. Analysis by Grade and Selection Criteria of All Deferred
and Denied Cases
C. Analysis of Applications Deferred or Denied Compared with
Applications Considered by the CIA Selection Board
January 1955 - June 1958
D. A Copy of the Memorandum of Notification of Eligibility
E. A Copy of the Biographic Profile Form
F. Biographic Profile Statistical Report
G. Current and Anticipated Users of Biographic Profiles
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I. Report of Progress and Accomplishments During the Period
1 July 1957 - 30 June 1958
A. Work Load and Flow of Career Staff Applications
1. On 1 July 1957, Opersons were eligible to apply for
membership in the Career Staff. On this date the CIA
Selection Board had acted on =applications. Of this
25X9A2 number = applications were accepted (Type A); 80
applications were deferred (Type B); 37 applications were
denied (Type C); and 15 declinations to apply were accepted
(Type D). There remained approximately= applications yet
to be acted upon. by the Board.
2. During the period 1 July 1957 30 June 1958,
Staff Agents and Staff Employees were notified. of their eligibility
to apply for membership in the Career Staff. Notices of
Eligibility were individually addressed to these persons and
forwarded through command channels.
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3. During the reporting period, =applications were 25X9A2
returned from Heads of Career Services with recommendations
25X9A2 as. follows: Type A, 31 Type B, and 2 Type C.
4. A total of L____JJfficial Personnel Folders were analyzed.
25X9A2 5. Onames were forwarded to the seven offices of record,
i. e. , Inspector General; Inspection and Review Staff; Medical Staff;
Office of the Comptroller; Offices of Security, Training and
Personnel, requesting any information that might have a bearing
on an applicant's suitability for membership in the Career Staff.
25X9A2 6. 20 Examining Panels were convened during the period.
These Panels considered0 applications and made the following
25X9A2 recommendations:
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7. The CIA Selection Board held 5 meetings during the
period and acted on =cases as follows: Type A,
28 Type B, and 9 Type C. The Board reconsidered 51 cases
of persons whose applications were in a deferred category
and admitted 44 for membership in the Career Staff; continued
3 in a deferred status; and denied 4. The Board also acted on
3 cases which had previously been denied and admitted one for
membership in the Career Staff, and placed 2 in a deferred
category. Statistical Report of processing applications as of
30 June 1958 will be submitted as Appendix A when figures become
available. See Appendix B for analysis by grade and selection
criteria of all deferred and denied cases.
8. The Board approved recommendations from Heads of
Career Services for the removal of three persons from the
Career Staff. In these cases notifications of acceptance into
the Career Staff and recommendations for removal were approxi-
mately simultaneous, and the individuals had never been
notified of their acceptance. The Board approved the recom-
mendation for removal of one person who had been notified of
acceptance into the Career Staff.
9. A report prepared giving an analysis of applications
deferred or denied compared with applications considered by
the CIA Selection Board for the period January 1955 - June 1958
reflects that the Selection Board has become more selective
in accepting applications for membership in the Career Staff.
See Appendix C.
B. Career Staff Policies and Procedures
1. Several policy changes were adopted by the CIA Selection
Board and. the. CIA. Career Council. These changes will be
reflected in a revision to They are:
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a. When a person is accepted for membership in
the Career Staff, after having had his application
deferred or denied, the effective date of membership
will be the date on which the Selection Board accepts
the application. The Board felt that the effective date
should not cover a period of unsatisfactory service.
b. A person who is re-employed by CIA must
serve another three-year provisional period unless
the prior resignation was in the "best interests of
CIA," i. e. , resignation to accompany a CIA spouse to
a new duty station
education, or for additional experience. The reasons
must be documented, however, at the time of resignation.
c. When the Finding of an Examining Panel is not in
agreement with the recommendation of the Head of the
Career Service, the Head of the Career Service is
notified prior to action by the CIA Selection Board.
In order to process cases as expeditiously as possible,
the Head of the Career Service will be informed of the
Panel's Finding and advised that if he does not reply
within 30 days it will be assumed that he agrees with
the Finding of the Panel.
d. As a benefit of membership in the Career Staff,
married women who resign to accompany a CIA spouse
to a new duty station are afforded preferential considera-
tion for re-employment--such consideration to include
all Agency vacancies for which the individual is qualified.
2. The policy of not requiring a memorandum of declination
but assuming that an individual declined membership in the
Career Staff if he did not make application within 90 days after
he became eligible was previously approved. Implementation of
this was effected by a revision of the Memorandum of Notification
of Eligibility and a memorandum of documentation of declination.
See Appendix D.
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3. The CIA Selection Board reaffirmed its desire to
reach a definite conclusion on all deferred cases at the earliest
practical time. Although the Board felt that these cases should
be resolved promptly to insure that these persons not remain
in a deferred status indefinitely, it was recognized that a
specific time limit could not be established.
C. Biographic Profiles
1. During this fiscal reporting period, the Biographic Profile
program progressed rapidly. The Biographic Profile form was
revised and printed on Ozalid paper (see attached Appendix E)
and an Ozalid machine was installed for the reproduction of
profiles. This method of reproduction has proved to be quick
and inexpensive- -the cost being less than one cent per page.
The machine has also proved most valuable for the reproduction
of other material for the Office of Personnel.
Z. As of 30 June 1958, Irofiles had been completed--
of them being completed during this reporting period. See
Appendix F for breakdown of other pertinent statistics.
3. The demand for profiles has continued to grow.
Appendix G reflects current and proposed future consumers.
4. The format of the profile is continually being reviewed
and modified with a view to providing the consumer with a
better product.
5. Each completed profile must, of necessity, reflect
up-to-date information. Reassignment actions, promotion
actions, etc. are posted daily. On the due date of the
Fitness Report, the Official Personnel Folder is scanned for
new information, such as, change in marital status, number of
dependents, medical reports, training, commendations, etc.,
and the Master Profile is amended to reflect this new data and
the new Fitness Report.
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6. There have been several changes in personnel during the
past year. However, the number of analysts assigned to profile
preparation was increased by one over the number assigned at
the end of the previous fiscal year.
1. A study was made of the contents and arrangement of
the current Official Personnel Folder. The Director of Personnel
approved a recommendation for the establishment of a two-file
system using additional dividers. A recommendation for the
destruction of certain material now contained in the Official
Personnel Folder was also approved. A further survey of this
type material will be made during the next fiscal year.
2. A panel showing steps in processing Career Staff
applications was designed for the Support Exhibit. In addition
to the Career Staff Panel, there are two other panels showing
(1) contents of the Official Personnel Folder and (2) processing
of Career Preference Outlines. A member of this Staff is
in attendance at each Exhibit.
3. The Career Management - Development program began
during this period. The D/Pers, DD/Pers/PD, Chief, POD,
member from the JOT program, Chief, Medical Staff, and
Chief, Selection Staff meet weekly to review cases of former
JOT's. Seventy-two per cent of the former JOT's who are still
on duty were reviewed. This program will continue during the
next fiscal year and will be expanded to include other than JOT's.
E. Training
Members of this Staff spent 1280 hours in Office of Training
training courses.
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II. Report of Program Plans for 1 July 1958 - 1 July 1959
A. Career Staff Applications
1. During the next fiscal year approximately persons 25X9A2
will become eligible to apply for membership in the Career Staff.
Statistics as of 30 June 1958 are not yet available, but there are
25X9A2 approximately Dapplications pending action by the CIA Selection
Board as of 30 June 1958. In addition there are=persons who 25X9A2
have become eligible, but have not returned their applications.
The workload for the CIA Selection Board for the next fiscal year
will be approximatelyIJnew applications to consider and 50 cases 25X9A2
now in a deferred (Type B) status to be reconsidered.
2. Excluding the Chief of the Staff, there are two persons
engaged in processing Career Staff applications, i. e. , one
professional and one clerical. No change is anticipated.
3. During this fiscal year the CIA Career Council and the
CIA. Selection Board will continue to critically review Career
Staff policies and procedures and make changes consistent with
the aims of the Career Staff program.
B. Biographic Profiles
Preparation of Biographic Profiles and the updating of
completed profiles will continue through this fiscal year. In
addition there will be a supplemental project of converting some
of the Official Personnel Folders to the new two-file system,
and a program of destruction of unnecessary material in the files.
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III. Report of Program Plans for 1 July 1959 - 1 July 1960
A. Career Staff Applications
1. ApproximatelyL----Jpersons entered on duty during the
fiscal year 1957. These persons, less attrition, will become
eligible to apply for membership in the Career Staff and be
considered by the CIA Selection Board.
2. The critical review of CIA Career Staff policies and
procedures will continue by the CIA Selection Board and the
CIA Career Council.
3. It is anticipated that the level of operation will be the
same as in fiscal year 1958.
B. Biographic Profiles
During this fiscal year, it is anticipated that Biographic Profiles
will be completed on all employees, GS-11 and above. It is quite
probable that work will begin on the GS-9 group. All completed
profiles are reviewed once a year and amended to reflect current
data. As the number of completed Biographic Profiles increases,
the manpower required for the updating process will increase.
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