ANNUAL REPORT FOR FISCAL YEAR ENDING 30 JUNE 1966

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000200090015-9
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 7
• Document Creation Date: November 17, 2016
• Document Release Date: August 8, 2000
• Sequence Number: 15
• Publication Date: July 7, 1966
• Content Type: MF

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7 July 1966
MEMORANDUM FOR: Chief, Placement Division
FROM : Chief, CTP Personnel Branch
SUBJECT : Annual Report for Fiscal Year Ending 30
June 1966
1. Description of Branch Functions
The CTP Personnel Branch is organizationally under the
Placement Division of the Office of Personnel It is physically
attached to the Career Training Program to provide optimum work-
ing-level personnel support to the CTP. Operating under the direc-
tion of Chief, Placement Division, and Chief, CTP, the Branch has
two personnel functions: that of providing pre-employment, place-
ment-type services and that of acting as the personnel unit for on-
duty Career Trainees. Also, the chief of the Branch is a member
of the CTP Internal Selection Board and participates in the selection
of Agency employees for the Program. The Branch consists of two
GS-1Z personnel officers, one GS-07 personnel assistant, and one
GS-05 personnel clerk.
The Placement-type activities include:
a. Initial receipt and control of applicant files.
b. Initial review of applicant files to determine that an
applicant meets Agency and CTP requirements for qualifications
and medical and security standards.
c. Preparing appointment actions, initiating requests for
medical and security processing, and preparing invitee travel
authorization.
d. Scheduling pre-employment interviews with CTP, the
A&E Staff, and operating offices as appropriate; pre-employment
medical examinations; polygraph interviews; and cover briefings.
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e. Conducting pre-employment interviews to explain
processing procedures; to brief applicants on the Agency,
the CTP, and employee benefits; and to'make a general eval-
uation from the personnel point of view of the applicant's suit-
ability for the Agency and the CTP.
f. Maintaining appropriate correspondence and contact
with applicants in process.
g. Arranging entrance on duty. (The entrance on duty
processing is done by the Professional and Technical Placement
Branch of the Placement Division.)
Branch personnel services for on-duty Career Trainees
include:
a. Preparing and processing personnel actions; promotion,
reassignment, resignation, change of funds, and pay adjustment.
b. Working through the Mobilization and Military Personnel
Division of the Office of Personnel, arranging for military-liable
Career Trainees to satisfy their military obligation.
c. Providing technical advice and guidance to the CTP Program
Officers and Career Trainees on personnel and administrative mat-
ters or problems involving Career Trainees.
2. Major Developments During FY 66
The most significant factor affecting the CTP and Branch
activity during FY 66 was the greatly increased demand for Career
Trainees by operating offices. The tight personnel ceiling restrictions
in effect during the latter part of FY 64 and most of FY 65 were sub-
stantially eased toward the end of FY 65. Thus, operating offices,
which had been mainly concerned with reducing their on-duty strengths
to the ceilings imposed on them earlier, were now in a position to
absorb additional personnel Consequently, they turned to the CTP as
a basic source for new personnel. It was immediately apparent that
the CTP could not respond to this escalated demand. The number of
applicants in the processing "pipeline" had been largely depleted in an
attempt to meet the class goals for FY 65. The number of new files
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available for CTP review dropped off significantly from July 1965
and remained at a relatively low level until December 1965. Thus,
fewer cases were going into process. Also adding to the criticalness
of the situation was the continued high rate of decline by applicants who
accepted offers from private firms and from other federal agencies or
who decided to continue their academic work. Concern over the situ-
ation resulted in extensive consultations during Fall 1965 involving
the Deputy Director for Support and members of his staff, the Director
of Personnel, Chief, Placement Division, Chief, Recruitment Division,
the Director of Training, and Chief, CTP.
Among significant results obtained from these consultations
were:
a. The Deputy Director for Support authorized the CTP to
make provisional clearance employment offers to selected appli-
cants.
b. Chief/PD and Chief/CTP made appropriate arrangements
to increase the number of applicant files available for CTP review.
c. The CTP revived its consideration of military-liable
applicants and placed larger numbers in process, a practice
which had been practically eliminated in the two previous fiscal
years when tight personnel ceilings prevailed.
d. The CTP took appropriate steps to accommodate the need
to maintain suitable selection standards and the need to enter
greater numbers of Career Trainees on duty.
In addition to being directly involved in the developments cited
in the foregoing paragraph, the Branch reviewed its internal operations
to determine where procedural changes could be made to improve the
situation. We recognized that our continuing problem with the length of
time it required to complete the processing of an-application could not
be reduced because the security aspect of the processing continues to
require an average three months to complete. We were able to identify
where internal changes could be made which consequently have enabled
us to make an earlier decision to initiate processing and also to advise
an applicant at a significantly earlier time that his application was being
processed. Thus, the pre-processing time element has been reduced
by about one to three weeks.
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By December 1965 the number of new files received in the
CTP showed a sharp increase and have remained at this new level.
The effects of the larger number of files available for CTP review,
the expanded concept of CTP-eligible applicants, and revised internal
procedures, started to show up by December 1965 and are reflected
in a comparison of the statistics for the first and second halves of
FY 66. In the period July - December 1965, processing was initiated
on 342 applications and the Branch interviewed 195 applicants. In the
period January - June 1966, processing was initiated on 601 appli-
cations and the Branch interviewed 386 applicants, an increase of
almost 100% in each category over the first half of the fiscal year.
The reduced number of applicants in process as we entered FY 66 are
reflected in the low figure of -people for the January 66 Class. The
increased pace from December 1965 on is reflected in the April 66
Class of ^ people and in the July 66 Class for which. people entered
on duty. We are optimistic that the current rate of activity will con-
tinue at comparable levels in FY 67 although it appears unlikely that
we will again attain the high point of ^ people.
4. Specific Comments Regarding FY 66 Activity
a. Provisional Clearance: The results of the provisional
clearance employment arrangement have been disappointing to date.
Since November 1965 (when the arrangement was approved) through
June 1966, fifty applicants were considered for provisional clear-
ance employment. Only two persons have actually entered on duty
on this basis. Eight cases represented security problems which
precluded further provisional consideration. These cases were
ultimately resolved as security rejects or the full field investigation
was successfully completed. Eleven applicants declined to take
other jobs. The bulk of the provisional applicants, however, simply
declined such consideration at the time of their pre-employment
interviews because they had other plans which were not apparent
when the file was reviewed. Despite our lack of success, we plan
to continue the arrangement because it does not impose any addi-
tional strain on our processing mechanism and because it will give
us the means for committing ourselves to that occasional applicant
who may otherwise be lost.
b. Military-Liable Applicants and Military Programs: As
pointed out earlier in this report, there has been a significant
increase in the military-liable applicants placed in process. This
trend, which started in late Fall 1965, was in line with our attempts
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to increase the number of entries on duty. To illustrate the
increase, of the 484 who were in process as of 1 June 1966,
14:3 are in the military-liable category. The July 1966 Class
contains 11 military-liables who are already being processed
for the Air Force/OTS. Of thc-persons confirmed for entry 25X9A2
on duty for the October 1966 Class, seven are military-liable.
The larger number of military-liable Career Trainees
already on duty has already strained the Air Force/OTS program,
the one current program able to accommodate any significant
number of Career Trainees. With the expectation that we will
have even more military-liables on duty in the future, the CTP
has requested the Mobilization and Military Personnel Division
to negotiate an Army OCS program. As of this writing, these
negotiations appear to be progressing favorably, and we are
optimistic that a firm arrangement will be made during Summer
1966.
We can, of course, not be certain that the entry on duty of
large numbers of military-liable Career Trainees will be a success.
In the past, a noticeable number of Career Trainees resigned from
the Agency upon completion of their sponsored military service.
Currently, our pre-employment interviews surface a substantial
number of applicants whose motivation for a long-range Agency
career is questionable. They are not hesitant to state that their
interest in the Agency is based on its ability to work out a "nice"
way of satisfying their military obligations and some go so far
as to declare their intention to leave the Agency as soon as the
military obligation is fulfilled. . These we do not accept. We try
consistently to select from among the military-liable those appli-
cants who are qualified and who appear to have a genuine long-
range interest in the Agency. There is always a risk involved,
but we consider it worth taking.
We should also note that the military-liable Career Trainees
being entered on duty will be ready for permanent assignment in
operating offices only after about two and a half to three years
from the date of their entry on duty. They will be absent from the
Agency for about 15 to 18 months while in the military service and
they will be in the CTP for about the same length of time.
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c. Outside Competition: The CTP continues to encounter
stiff competition for the services of well-qualified professional
applicants. The very favorable economic situation means that
the Agency is only one of several organizations, private and
governmental, with whom an applicant is negotiating. Among
our handicaps are the facts that we are not realistically able to
match the salary offers which many competitors are making;
and, the availability of grants and fellowships is encouraging
increasing numbers of applicants to pursue their academic work.
In this context, we have not noted that the Agency appears to be
suffering from a damaged image. However, neither does it appear
to project the "super" image of a decade or so ago.
d. Processing Time: In addition to our inability to meet
the competition's salary offers, we are unable in many cases to
make a firm offer of employment early enough to "beat" the com-
petition. Our processing time takes an average of three months
to complete. This processing time is based on the time that it
requires to complete security processing. The CTP decision
regarding qualifications is normally made within days after the
applicant has been interviewed, providing that appropriate sup-
porting evidence such as test results and transcripts are avail-
able at the time of pre-employment interview. The medical
decision has normally been available about two weeks after the
pre-employment medical examination. However, this situation is
due to change since the physical part of the examination, as of
1 July 1966, will be conducted on the applicant's second trip to
Washington. This trip takes place after the background investi-
gation has been completed, in essence some time after the three
months of investigation.
4. Forecast for FY 67
a. We anticipate a significantly heavier workload in FY 67.
The CTP quota for FY 67 has been raised to from the previous
figure of_ To gear up for this increased effort, the CTP staff
was increased by one Program Officer in FY 66 and it is anticipated
that two more Program Officers will join the staff in early FY 67.
The attached workload statistics reflect a very sharp
increase in FY 66 activity over that of FY 65. The current, increased
pace of activity has already strained the capacity of the Branch to carry
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out its responsibilities. We are currently operating at a level
well in excess of 100% capacity. The increased number of files
reviewed and the increased number of applicants placed in process
have resulted in an almost geometric-progression effect on the other
phases of Branch operations. The higher quota for FY 67 can only
intensify Branch activity. Therefore, I strongly recommend that
consideration be given to adding two people to the Branch staff; a
GS-09 to 11 personnel officer and a GS-04 personnel clerk. The
latter category is the more critically needed.
b. We do not foresee any factors affecting CTP and Branch
activity which have not already been covered elsewhere in this report.
The length of time needed to process an application will continue to
be a handicap. Competition from other potential employers and
attractive offers to extend academic pursuits will continue and will
be reflected in a high rate of decline. An increasing number of Career
Trainees who enter on duty will not be immediately available to the
Agency because their military obligations must be fulfilled. As a
result of expanded requirements and the CTP effort to accommodate
both the need for maintaining selection standards and the need to enter
more Career Trainees on duty, larger numbers of Career Trainees
will be selected because of specialized as well as general qualifications,
and the traditional "image" of the Career Trainee as a bright generalist
will undergo some modification. However, we expect to produce good,
solid Agency employees who can be expected to do a fine job for the
Agency.
5. Workload Statistics for FY 66 are attached.
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