PERSONNEL PROCUREMENT DIVISION ANNUAL REPORT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000100100015-8
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 3
• Document Creation Date: November 11, 2016
• Document Release Date: September 17, 1998
• Sequence Number: 15
• Publication Date: June 30, 1958
• Content Type: PERRPT

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PERSONNEL PROCUREMENT DIVISION
ANNITAL REPORT
For the Period 1 July 1957 to 30 June_1958
I. Accomplishments
The extensive recruitment program carried out during the
preceding Fiscal Year had a distinct effect on the Fiscal Year
1958 recruitment effort. The results of the previous year were
evidenced in the large number of persons who entered on duty
during the summer months of 1957 which, as you know, resultedtel
25X9A2 in the Agency, as a whole, exceeding the ceiling by approximately
Therefore the recruitment program, in FY 58, was
geared to a lesser number of people but with higher qualifications.
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required considerable effort on the part of the Personnel
Procurement Divisio of both da and
night shifts of the 'n of the
FI Staff in DDP.
1 a "cants were in the pipeline. A program
year-olds who were recruited. During the year
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Clerical Recruitment
The clerical program was directed towards a goal of
approximately two-thirds the number entered on duty in
FY 57, but with a positive requirement that candidates
for employment qualify at 1O words a minute in typing
and 80 in stenography. The intellectual requirement
(intelligence battery tests) was raised by ten points
for the clerical applicant 18 years of age and above,
and twenty points for the approximately= seventeen
the responsible J.O.T. official. Dr. - has confirms
our belief that better candidates were recruited for the
1958 program. With this increased selectivity, our ratio
of interviews to entrance on duty has increased and at the
present time is approximately 30 to 1.
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B. Junior Officer Trainee Recruitment
(1) The professional recruiters, as in the case of
the clerical recruiters, employed considerably higher
qualification standards in the selection of candidates
for the J.O.T. Program. This resulted in a lesser number
of files, but better candidates, being sent to Dr.11IIIIIIIIIIIIIIIIIIIII 25X1A9a
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(2) During this year it was determined that the J.O.T.
Program in the future should be based on a yearly class to
commence 1 October of each year. The Personnel Procurement
Division will adjust its recruiting techniques and procedures
to meet this new concept.
C. Professional Recruitment
The professional requirements during the year were not
as large as in previous years but were largely restricted to
the extremely hard-to-get categories, such as Electronic
Engineers, Missile Experts, Economists, Physical Chemists,
and similar scarce types in the Social and Physical Science
fields. One of the major requirements levied u on the Division,
25X9A2 and which has been met, was the recruiting of u
Electronic 25X9A2
Engineers for the Office of Communications. Security clearance
was initiated on approximately M candidates and at the present
25X9A2 time .have entered on duty or have established firm EOD dates.
D. Communications Technicians Recruitment
The requirements levied on the Division for communications
personnel, such as cryptographers, communication technicians, and
radio operators, were also met and the Division is now engaged
in meeting needs brought about by attrition in these three cate-
gories. Requirements for these categories will normally not
25X9A2 exceed ? each year.
E. Special Projects
During this past ear the entire guard force of the security 25X1A2g
staff of Project ~r completed its tour of duty and was re-
turned to the United States. Replacement of these individuals
necessitated the recruiting, on a contract basis, of approximately
40 single men with military service and with special physical
specifications. The 140 replacements were obtained as a result of
interviewing approximately = men. Subsequent requirements of 25X9A2
the Project were less than the 40 originally anticipated and at
the present time we have a small number of these young males
available for other overseas assignments.
F. Contract Personnel
While some recruiting has been done in the past three years
for contract personnel, the past year saw an increase in the
number of requirements placed upon the Division for this type of
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(1) Since the Agency has reached a state of equilibrium,
we anticipate that the workload for 1959 and 1960 will be sub-
G. Consultant Program
During FY 1958 we initiated a program to place_a
number of the university consultants in an "alumni group."
It is our plan, in the future, to place many of the con-
sultants in this group after two years of service. This
will be done in an effort to broaden the number of contacts
at the various universities and as a positive means of
"weeding out" current consultants not producing effectively.
II. Plans and Objectives for Fiscal Year 1959 and Fiscal Year 1960
stantially the same as the past year. Each year this wouldfbe
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for military replacements as well as for other overseas assign-
ments and an undetermined number of contract personnel.
(2) Most of the components of the Agency are either at
or near ceiling. This has increased the Division interview
workload, since only the most highly qualified candidates are
being accepted by the various components. We expect, therefore,
that while the entrance on duty figure may not exceed- for
the Fiscal Years 1959 and 1960, a figure which is approximately
two-thirds of that of previous years, the interview load on the
Personnel Procurement Division may rise as much as 10 to 15
percent.
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