(UNTITLED)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000100140011-8
• Release Decision: RIFPUB
• Original Classification: S
• Document Page Count: 2
• Document Creation Date: December 9, 2016
• Document Release Date: November 3, 2000
• Sequence Number: 11
• Content Type: REPORT

Approved For Releas 001 /03104: 01826 Pl Q,@A 11-8
SE RiTY INFORM) N
Comments
Reference is made to specific items in the paper.
Section C: It seems inevitable that people who are recruited under Security
restrictions, with little knowledge or analysis of their personal qualities
and characteristics, will often be "loosely distributed into unsuitable
jobs.' Unless they are given opportunity to know something of the work
they will do (which cannot come until after they are on board) and we
in turn are able to measure them against the job requirement,, there is
little reason to hope for suitable placement in which the man can produce
maximum results.
Section D: I believe it is highly desirable to make clear to these men
what are their prospects for future usefulness in the Agency. This
should be done by responsible authorities in their respective offices,
otherwise these individuals will not believe what they are told. It
is a foregone conclusion that if the future is not a good one, the
ambitious men will resign leaving the mediocre individuals to carry on.
Section D 1: It is clear to me that in the past many misrepresentations
were made by the recruiters. Recruiting has improved, but it is still
a selling job and some men continue to exaggerate. As far as J.Q.
candidates are concerned, we are definite about the program's objectives.
This man is not up-to-date on present methods. Attached Application
Information Sheets #1 and #2, recently developed, have done much but
still not enough to clarify our position.
a,
Approved For Release 2001/a - DP80-01826R000100140011-8
SFC R!TY INFORM.T11" N
 Approved For Releas2001/03f04 ~{}} d 0-01826F 0100140011-8
Section D 2: Promotion policies vary throughout the Agency. The study
on former me*era of the J.O.T. Program shows slower promotion in
the DD/F than in DD/I. In the DD/I, merit is emphasized after a
minimum time in grade before promotion. The office Career Service
Boards are beginning to operate along the lines he suggests. Again,
he is not up-to-date.
Section D 3: It seems obvious that the man who is sticking his neck out
will be more interested in his own fate than someone who is giving
the orders. On the other. hand, if those at home have had more ex-
perience, he should be able and willing to profit from their advice.
Furthermore, those seeing the whole picture should be responsible
for its details.
Section D fit: There is an arrangement with Selective Service whereby men
who have had two years overseas duty with us may complete their military
obligation by doing sixteen weeks of basic training in the Army.
Referring to B-4, if these are "deserving men" to whom the Agency rep-
resentatives have made misrepresentations on their draft status and
who are not draft dodgers in irit, we have a very distinct moral
obligation to do everything possible to find a reasonable answer to
their draft problem. Whatever is done will probably cause dissatis-
faction with others and embarrassment to the Agency.
The suggestion of an inactive reserve unit made up of those who
resign raises the question of why look to disgruntled individuals for
support at a later time.
Approved For Release 2001/OTMT eFA-RDP80-01826R000100140011-8
__{ INFORMATION