CAREER SERVICE BOARD

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000400020009-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 2
• Document Creation Date: December 9, 2016
• Document Release Date: August 21, 2000
• Sequence Number: 9
• Publication Date: April 20, 1953
• Content Type: MF

CONFIDENTIAL
Approved For Relea 001/04/05: C
20 April 1953
MEMORANDUM FOR: Director of Central Intelligence
SUBJECT : Career Service Board
1. At your morning meeting on 7 April, the question was raised
by two of the Deputy Directors as to whether I should be named
Chairman of the Career Service Board. On your instructions I have
made a study of this matter, which has involved discussions with
several senior officials of the agency; inquiry into certain aspects
of Career Service with several working level employees; and a personal
study of the "Career Service Handbook" which contains most of the
written material that has been accumulated on this subject. The
following findings are presented for your information.
a. Nearly all of the senior officials connected with the
Career Service program, with the possible exception of those
under the DD/A, believe that the program has stagnated and is
in danger of becoming a joke around the agency.
b. There seems to be a tremendous accumulation of printed
material on the subject of Career Service, but little indication
of much action.
c. There is considerable interest, enthusiasm and hope on
the part of a very large number of agency employees in the
development of a Career Service program.
d. Quite a few people reocgnize that CIA employees have no
permanent status--we are not protected by Civil Service regula-
tions and have no service of our own.
e. The general handling of personnel throughout the agency,
particularly by units under the Personnel office, is extremely
bad. On the basis of what I have discovered thus far, I would
say that it is one of the more serious problems within CIA and
something on which we should take immediate action. As an
example, following are the steps generally required for a
promotion:
(1) The number of individual steps required in processing - 47
(2) The number of individual steps required in a division - 25
(3) The number of individual steps required in PDC - 20
()) Pieces of paper required (including copies) - 29
(5) Number of different organizational components involved - 18
(6) Approval signatures required - 13
(7) Number of different forms used - 8
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f. It is my belief that nearly everyone in CIA would like
to see the Career Service prograiw succeed, but my feeling is
that unless something drastic is done about it very soon we.
would be well advised to drop the entire matter and stop talking
about it.
3. I understand that at the last meeting of the Career Service
Board in March, there was discussion of the possibility of my taking
over the chairmanship. It was pointed out at the time that the pro-
gram as now drafted precluded this and consequently revisions are
being made at the present time to be presented to the board at its
meeting on 23 April which would permit the appointment of a chairman
by the DC I.
L. My recommendations are:
a. 4fter the Career Service Board recommends a change on
23 April,. that you appoint me chairman for an indefinite term.
b. That simultaneously you direct the Inspector General
to make a thorough investigation of the handling of personnel
throughout the agency.
c. That subsequent to the above steps certain changes in
the top level of the Personnel office be made.
25X1A
'!Inspector General
an B. Kirkpa tsrick
b t I . - / 9.x`3
25X1A9a
Approved For Release 2001
/04/0if ~~~T~DP80-01
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