Document Type: 
Document Number (FOIA) /ESDN (CREST): 
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Original Classification: 
Document Page Count: 
Document Creation Date: 
December 9, 2016
Document Release Date: 
August 21, 2000
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Case Number: 
Publication Date: 
June 11, 1952
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PDF icon CIA-RDP80-01826R000400020013-6.pdf1.55 MB
i Approved For Rek se 2CdIDJE)iE;*-f*kL1 R000400020013-6 Security Information Page Final Report of Career Service Committee 1 Tab A SuInrn.ary of the CIA CAREER SERVICE PROGRAM 3 Tab B Organization, R? lationehips ,4.21(1 Functions of the CAREER SERVICE 13OAT61)S 6 Tab C The EERSONT EL EV,LTUAT ION REPORT 10 Tab D The 1,7ECUTIVE INVENTORY 11 Tab E The Selection and Training, of TRAINEES for PROFESSIONAL POSITIONS 12 Tab F Tab vl ROTATION CAREER BE IEFIrr~ 1S 22 22 Tab H The HONOR AWARDS PROGRAM 2= Schedule A Membership on the CIA CAREER SERVICE BOARD 25 Schedule B ROTATION LOAN SLOTS 26 OrItIr"r Security Information Approved For Release 2000/09/12 : 1:MRP?0020013-6 I Approved For Ruse 2 VIC &9F I DEW 8R000400020013-6 Security Information 11 June .1952 TO Director of Central Intelligence FROM Chairman, Career Service Committee SUBJECT: Final Report of the Career Service Committee PROBLEMo To. devise a Career Service Program that identifies., develops, effectively uses and re%wards individuals who have the skills required by CIA; motivates them towards rendering maximum service to the Agency; and eliminates from the corvico, in an equitable manner, those who in spite, of the Program fail. to perform as effective members of the organizationo ASSUMPTIONS It is as umed that a0 Required skills can be identified through appropriate evaluation and selection devices* Potential skills can be developed and maintained, through appropriate supervision,, training and duty rotation., co The skills of CIA i~ersoneel can be utilized most effectively through planned assignment of individuals to positions of progressively greater responsibility as their skills are developed to meet CIA requirements for those positionso do The experience of pore anal growth together with a personal identification with the objcctives and operations of the Agency will stimulate maximum service among CIA personnel, eo Aspirations of CIA personnel to a career with the Agency will depend on the extent to which their contributions are recognized by the Agency and on maintenance by the Agency of the best possible climate for work, Security Information Approved For Release 2000/09/ 0400020013-6 Approved For Rele' 2000/09/12 : CIA-RDP80-018000400020013-6 SECRET Security Information DISCUSSION, Tabs A through H present a Career Service Program which has been tailored to the needs of CIA by experienced members of the Agency, This Program is based upon tech.- niques which have proven to be effective in private ind%istry and other Government establishmentsg 4v RECOMENDATION, It is recommended that you approve this report and authorize the Deputy Director (Administration) to implement the CIA Career Service Program, airman,, Career Service Committee 25X1A Approved; 13 June 1952 o or Central Intelligence : SECRET Security Information 25X1A Approved For Release 2000/09/12 : CIA-RDP80-01826R000400020013-6 ?' Approved For Ree se 2000/09/12 : CIA-RDP80-016R000400020013-6 SECRr T Security Information SUMMARY OF Tx1F CIA CARr R SRRVICV FROCRAM. 1. The CIA Career. Service Program is controlled by n CIA Career Service Board which consists of the Deputy Director (Administ:rst:l.on), the Deputy Director. (Plans), the Deputy Director (Intplll,g;i.nce), the Assistant Dlr,,ector (Ile rsonnol), the Director of Training .and, on a rotating basis, two irsi.stf+.nt Dire-ctors. They two rot atin; membbe::rs of the Board will each serve. for six months, there boin,> at all t imp e . one from. the overt office group and one from the covet offic ;rou o. Their tours of duty Pre stagger. eed so that there is continuity. The %,IA Career Service Board m-ts once a month. If any member :i s un lal - to be. present he may be represe:antead by he Deputy. Four merribors constitute a quorum. The Ch-i:irman of the Board will. be one, o ' the Deputy Directors, each of whom will serve successively for a term of fors.:r months. The C rreer Development Staff of the Personne-e7. Office serves as Secrc ta.riet of the Board and the Chief, Career Der l.opmen.t Staff, acts as the Boll_iF-ence `drool at the first session commencing after their ROD. `xcepti on to procedure may be iri,althful posts, giving regard to the nrob-eble deterioration of hte:alth. This dctermina-. tion to be made without r ef:eronco to salary dif'ferenti'al or possible accelerated retire?mcnt credit. c -0, -LEITL Approved For Release 2000/09 1Z,Lid-RDP80-01826R000400020013=6 Security Information Tab G Approved For Release 2000/09/12 : CIA-RDP80-018'R000400020013 6 CON HI D NTIAL1 Security Iiform"tion d. Better group health insurance, (At present being actively worked on.) Penefits that will r additional l(',gAsl,.1.tion, a. Additional b enefits for personnel di.sabl~ d wlriile; in the employment of CIA, 'ay, within,,grade raises, and grade. pr, omoti.onc for p:=r.>onnei who ere det pined involuntarily by foreign Frovt rnments, known as "Missing Persons Actit for vouchcer. e?d funds emoloyoes, c. Application of the principles of the United Status F'anoloyeesy Compensation nct to dependents of employe; on in hazardous duties who ore themselves expo.gced to ha.z,ard. d. Death gratuity of six months f base p.-,,)y to dependents of CTS` employees whose death occurs in line of duty while' serving overseas . ~. A more liberal retircement syst{m, f. An appropriate and edF quate leave- system for all oversc as employees. It is recommended that the CIA C ircer Service:. Board give its care-- t:inuous attention to benefits a, through f. above, - 23 Approved For Release 2000 "'CIA-R[ .P b 18 I 646ch1 o 13-6 Security Information Tab G Approved For R640ase 2000/09/12 : CIA-RDP80-0126R000400020013-6 CONFIDENTIAL Security Information THE HONOR AWARDS PROGRAM to An honor award for intelligence service should be distingi.iished from an incentive award for meritorious suggestion or for outstanding efficiency and economy in administration as well as from longevity recognition for long and faithful service. An incentive awards program is well estgbli..shed in CIAp and a system for recognition of longevity is now being consideredo Awards for intelligence service do not exist. It is therefore recommended that.- a. CIA establish a medal for presentation by -the IJi_rector of Central Intelligence to any individual associated with CIA, or to any other person, who makes a notable contribution to United State intelligence activities, ba The design of the medal incorporate those features of the Agency seal adaptable for use in the modal and that the medal be suspended from a distinctive ribbon employing the colors of the Agency seal. co Units which have contributed outstanding; performance be recognized by a personal award to each member of the unit rather than a group award, d There be established an Honor Awards Board, under the juris- diction of the CIA Career Service Board, which will be responsible for reviewing, recommendations concerning any honor awards in CIA, and for forvarding these recommendations to the DCI for his approval. eo The CIA Career Service Board give further attention to the problem of creating an Honor Awards Program0 Approved For Release 2000/09/12: CIA-F gIWT9,81 'b14J013-6 Approved For Release 2000/09/12 : CIA-RDP80-01826R000400020013-6 MISSING PAGE ORIGINAL DOCUMENT MISSING PAGE(S): Approved For Release 2000/09/12 : CIA-RDP80-01826R000400020013-6