REPORT OF THE WORKING GROUP ON ROTATION

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000400040049-5
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 10
• Document Creation Date: November 11, 2016
• Document Release Date: September 21, 1998
• Sequence Number: 49
• Publication Date: January 30, 1952
• Content Type: REPORT

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CENTRAL INTELL IGENCE AGE1'1CY
G , m SERVICE CGMI1ITTEG
l sport o_t the _W2Xh&Z-GZMM -On
R0TATI0N
3o imawry 1952
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REPORT OF THE WORKING GROUP ON ROTATION
1? PROBLEM'
To recommend to the Career Service Committee a policy
regarding intra?Office rotations.inter-Office rotation and
extra-CIA rotation; to recommend policies and procedures
re ardin rotation between overt and covert offices and
verseas duty; to recommend the degree
to which the sever types of rotation should be centralized
or decentralized within CIA; to recommend procedures by which
the several types of rotation should be administered, scheduled
and controlled in order to advance the development of the
individual and contribute the greatest benefit to CIA and to
its component offices
CO t~`fT L'
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11o DEFINITIONS
The process of systematic designation and redesignation
of an individual to various kinds of duty and training for the
purpose of improving his capacity to serve the Agencyo
2. Transfer
The process of removing an individual from the rolls of one
office and his concurrent addition to the rolls of another Officso
This process is independent of the process of rotation though it
may be a consequence thereofo
3. Exchange
The process of rotating an individual by placing him
temporarily under theoperationaal control of another office
in return for another individual similarly attached.
4o Loan
The process of rotating an individual by placing him
temporarily under the operational control of another office
without reciprocitys.or of attaching him temporarily to an
activity not a part of CIA.
5o Sponsoring Office
The administrative unit of CIA on whose rolls the rotatee
is carried and under whose administrative control the rotates
remains irrespective of where attached*
6.o Receiving Office
The administrative unit to which the rotates is attached
and under whose operational control the rotatee remains until
he is returned to the Sponsoring Office.
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III, OBJECTIV1S OF ROTATION
10 For the Agency
(a) A more effective and more economical utilization of the
Agencyca manpower,
(b) A method of improving the selection and broadening the
experience of individuals to serve in key positions,
(c) The cultivation of an esprit de corps based primarily
on the reward for merit principle,.
20 For the Individual
(a) Assisting him to do his present job more effectively by:
(1) Increasing his knowledge in his field,.
(2) Providing him with new skills, techniques and methods
of performance,
(3) Improving his ability to plan his work and to direct
and supervise others in its
(Ii)'Increasing his understanding of the necessary rulationshaps
of his job to those of collateral and higher echelons of the
Agency.
(b) Preparing him to undertake jobs of increasingly greater
responsibility commensurate with his growth potential by:
(1) Broadening his understanding of the objectives of the
Agency and its missions
(2) Intensifying the development of his planning..
managerial and supervisory skills,
(c) Providing him more opportunity to find the field in
which he does best,
(d) Removing him from a "rut's
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IV, STATEMENT OF PRINCIP SS ^:OURNING ROTATION
1. Personr-el Covered
In general? any individual who has been in the employ or,
the Agency for a period of not less than two years is eligitle for
rotation,
2 Positions covered
Any position within the control of the Agency to which the
assignment of personnel will serve the objectives of rotation
is regarded as covered by these principles. These include executives
operational, intelligence, administrative and training positions,
either in the field or at headquarters, within the Agency or with
other public or private agencies or institutmonso
3a Job Groups Covered
The classes of individuals croverod are inclusive rather than
exclusiveo The professional or technical activity of a given class
of individuals may, by its natures limit the job type groups to which
members,'of such a class will rotated
6 Normal Duration of Tour of Duty
iAAIIr~i~O~YM
Each individual rotation period may vary but will not be less
than six months, and will probably average between 18 and 214 monthso
Thus a training assignment at the National War College will run
some 10 months while an assignment to a field position overseas may
well run 214 m 30 monthso
5o De e.- of CoMulsioo to Rotate,
As a matter of principle, acceptance of a rotation assignment
is compulsory only for members of the Development Program. Any
individual or sponsoring office, or receiving offices may, however,
show cause why a rotation assignment shall be carried outo The
ruling of the reviewing authority (the CIA Career Service Board)
in such cases shall be final.
6. Administrative Control
The rotates will remain on the rolls of the sponsoring office
and under its administrative control for promotion and transfer,
purposed
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7, O rae tional Control
The rotatee will be undLr the operational control of the
receiving office for the duration of ' his tour of duty. with that
offices during which period evaluation reports will be prepared
by the receiving office.
So Effect of Grade Differential between Jobs from and to Which
an Tv u is tiotafeZl.
Assignments given to individuals being rotated shall be gemerally
commensurate with their abilities keeping in mind the purpose of
making the specific assigrmiento "Open" slots will be allocated to offices
to maintain flexibility in negotiating rotations
9, Changes in Grade
Promotions and other changes in grade shall remain under the
control of the sponsoring office, The eligibility of the individual
for promotion shall not be prejuiiced or overlooked by reason of his
status as a rotatee -
10,, Duration of Rotational Pattern
It is premature at this chi~-eemindividua]. is sub~echgto~
duration in. years during period the rotation policies, or to attempt to prescribe an aZibitrary age limit
after which, rotation policies will not be appliedo
11o Settlerent of Disputes:
Divergence of views between offices or between an individual
and his Lt f4ce7Career service Board which cannot be satisfactorily
resolved between the parties shall be referred in the first instance to
the secretariat which will rcviel4 the case and forward its recommendation
to the concerned /'pff1 Car-sr Service Board (s)o In the event the
recommendation Career Service Board forefirull disposition be
referred t to
12. Policy Governing Rotation within an Office,
Intra-Office rotation policy shall be set by the ffic7 Career
Service Board within the frame work of policies prescribed by the CIA Career
Service Boards
13- Policy Governing Rotation between Offices
Within. the framework of policies prescribed by the CIA Career Service
Board mater-office rotation will be based largely on a series of bilateral
agreements between offices which agreements will set forth in each case
the person being rotated, the expected duration of his assignment and
any other pertinent factso
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T'IAAT;
V. OUT`LINi PROCEDURE
1. CIA er. Sew Board
(a) Composition
Deputy Director of Central Intelligence, Chairman
Deputy Director/Plans
Deputy Director/Intelligence
Deputy Director/Administration
Assistant Director (Personnel) in his capacity as head
of the Secretariat and the Director of Training in his capacity
as deputy head of the Secretariat will be non-voting Members of
this Board.
(b) FunottI ms
(1) Oversee the CIA Rotation Program.
(2) Arbitrate Office Board impasses.
(3) Endorse or reject Office Board rotation recommendations.
(4) Quarterly make final, binding decision on rotation
appointments.
(5) Levy requirer.:ents on Office Board for rotatees to
prepare then to fill key Agency positions.
2. Office Caren Service Bo
(a) Comvosition
Assistant Director (or Staff Chief), or his Deputy, and
at least two members of his Office designated by him.
(b) Functions
(1) Sponsor, develop, and execute an intra-office rotation
system.and report on it periodically to the CIA Board via the
Secretariat.
(2) Sponsor, develop, and execute an extra-office rotation
system.
(3) Submit rotation recommendations for extra-office appoint-
rent to the Secretariat in accord with Annex "A".
-6-
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3.
(4) Review circular announcement of recommendations
and negotiate with other Office Boards to effect agreement
on rotation appointments.
(5) Interview if necessary prospective rotatees.
(6) Report concurrence or rejection to the Secretariat.
(7) Execute the decisions of the CIA Board.
(8) Submit semi-annual evaluation report on each
rotation appointee fro+ another Board; recommend promot1on,
cancellation or continuance of appointment.
(9) Ensure that the rotates is not overlooked for
warranted promotion.
(10) Ensure that work of rotatees received is productive
and commensurate with the purpose of the appointment.
Secretariat o, the CIA C M1 Service Board
(a) C-ommy "ton
As appropriate to its task. The Assistant Director
(Personnel) will be head of the Secretariat. The deputy
head will be the Director of Training.
(b). F< ctio
(1) Perforrs all administrative functions for the CIA
Career Service Board. These includes
b.
The maintenance of master files on a
current basis of all rotation nominations
and appointments.
The allocation of rotation appointment
slots to Office Boards.
The submission of unresolved inter-office
Board problems to the CIA Board for decision.
(2) Rotation Recommendations
. Assist Office Boards in formulating rotation
recommendations.
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b. Verify qualifications submitted with each
recommendation.
g. Issue circular announcement to Office Boards
listing approved rotation nominations. (The
list will contain full data on the individual
plus the rotation appointment recommendation
of the sponsoring Board.)
d. Transmit recommendations to CIA Board for
approval, and prepare agenda for its meetings.
(c) flotation jZL Rc;
(1) The exchange procedure authorizes Office Boards
to recomniaend the "swapping" of rotation approved candidates.
This will be used when-the two positions in question are of
corresponding responsibility. Respective-grades of the posi-
tion or incumbents need not be exactly the some.
(2) The sponsoring Office Board will pay the rotatee
from home office funds at his home office grade.
(3) The receiving Office Board will outline to the
rotatee the responsibilities of the new position.
(4) bochange appointments will last for a minimim
period of six months.
(5) Rotatees will be under the operational control
supervision of the receiving Office Board.
(d) Rotation
(1) The Loan Procedure authorizes Office Boards to
recor end the terporary assignment of rotation approved
candidates to another Office or to outside activities for
the purpose of broadening an individual's knowledge of his
field.
(2) The sponsoring Office Board will pay the appointee
from home office funds at his home office grade. Rotation
slots, allocated by quota outlined in Annex "A; will be
available to each Office Board. These slots will be allotted
by the CIA Board and will be "open" positions to aceornmodate
any grade.
..a_
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(3) The receiving Office 'Board, will outline to the
appointee the responsibilities of his new assignment. The
appointee is "on loan" to the receiving Office and will
therefore not tie up authorized T/O positions. He will
be assigned to a logical unit in the receiving Office's
organizational structure.
(4) Loan appointments will ]a st for a minimum period
of six months.
(5) Appointees. will be under the operational control
of the receiving Office Board.
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