CAREER SERVICE PROGRAM REPORT OF 22 JANUARY 1952

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000400050014-2
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 3
• Document Creation Date: December 9, 2016
• Document Release Date: August 7, 2000
• Sequence Number: 14
• Publication Date: March 7, 1952
• Content Type: MEMO

' i X35
Approved For Release 2961/07/31 : CIAB~B M~E26R0004000O014-2
CENTRAL INTELLIGENCE AGENCY
Washington 25, D. C.
OFFICE OF D'STE "111OR
?March 1952
M , )R, ^ NDUM TOt CHHAIRH N, CARES R SERVICE CO ITTEE
SUBJECT: Career Service Progress Report of 22 January l9!2
The Career Service Corinittee has produced a careful and thoughtful
piece of pork. The reports of pour corking groups have been invaluable
in presenting a program vrthich has highlighted the problems : --nvolved in
this difficult subject. You have created a frame of reference for
o-~nn thoughts and although my ccnelusIons are not on all four's jr- th those
of your Comriittsee, I believe that your presentation satisfy the needs
t
t
'
men
s
.jus
of the Agency if you make the folio1Vng* as
:L W14-4--E- the proposed statement of policy,
. substitute a directive ; ismnply appointing the CIA Career
Service Board, as constituted in tour Tab vi,
additional functions set forth in s below.
2. Rewrite Tab C, eliminating the introduction and providing
separate pro ^Fmmms for the foll.o rind classes of personrsel:
A, Clerical and administrative (the latter being positions
of greater responsib l' ty to which the clericv l can
attain, i.e. Staff Offi.cers).
whose sole value to the Agency it presumably
ats
alt
.i
,
~,..<
.
_ in their specialty (this group ranging from tr-2nslators
and cosmic technicians to chauf.reurs).
Professionals, Joe, Officers.
S4.t~4juc~vcl.~r .z. vi ..L
problems which are special to this Agency, as contrasted wii_th
other agencies of Govern nt, relate basically to Class C,
though it must also be recognized that in some cases aple
Generally creaking, normal Civil Service procedures ?provide
_w.a za
Got REV GafZ3_%1W -L. rY Q
h O COMP ^ ..._ OPI ._. #YPe !W~
eRtO CLASS PAGES - REY CLASS
JUST --,. NEXT REV *11T14: Na 104
Approved For Release 2001/07/31 - 268000400050014-2
 Approved For Release 2001/07/31 : CIA-RDP80-01826R000400050014-2
rated within Class A, and even in Class B, will perform
functions comp arable with those of Class C and,, for our
purposes, should therefore be placed in the Class C
program.
I like the simplicity of your proposed rating forms but,
question whether the rated officer should see the. super-
visor's rating and comments on the reverse side of these
Such comments should be confidenti rtl. It is
however, to have the rating officer state that
he has discussed any shortcomings with the officer.
1. The Class C -orogrram should be applied to all professional
intelligence officers fror+_ the time they enter the service
and the ~arogr r should determine the system of selection,
training, promotion,, and rewards. Written agreement of
the intent to ? ake a career with the Agency should not
be required nor do any special >ecur:'ty concurrences seenm
necessary as part of this program. The intent to follow
the career of intelligence officer must e Viand will be
a matter of primary concern to the Career Board..
In view of the conflict beta en. the conception o toms;
in academic fields anal the ?revisions of Section 102(c
of the =at anal Secur-3ty Act of 1.947., no reference to
"tenure" should he made in the oro ram at this time.
The posi.tiv. idea of security in office during good
behavior and effective performance of duty is implicit
in the c,seer program itself.
I do not wish. to provide additional pay for hazardous
duty as part of the career service benefits (Part i of
your Tab E) and would limit the meritorious award system
to Classes . and B under 2 above. Further, because of
the legislative difficulties, I would at this time
eliminate ci from your Tab S, relating to special compensa-
tion to dependents of personnel engaged in hazardous duty
w` ho arc, dens elves exposed to hazard, and would eliminate
for the same reason e in this Tab, relating to death
gratuities to dependents of CIA personnel whose death
occurs overseas. Our legislative requests will be difficult
enough if limited to your subparagraphs f, g and h in
Tab E,
7. It would be helpful to have much more specific suggestions
as to what is meant by rotat on, answering such questions as:
Approved For Release 2001/07/31 CIA-RDP80-01826R000400050014-2
 Approved For Release 20011'07/31 : CIA-RDP80-01826R000400050014-2
you recommend Uniting overseas duty to any
particular number of years?
Do you recommend bringing all foreign personnel
home, say, one year in each four or at any other
intervals?
0. Do you recd tend noving officers as a matter of
policy from Office to Office within the Agency or
do you mean from division to division within an
Office?
D. At what rank does the rotation by the Career
Service Board stop?
With respect to the boards themselves, I think one
additional function of the CI/, Career Service Board
should be to act as the rating board for all AD' s
and DAD 's,, and that within each Office the n,~J DAD,
and one of the division chiefs on a rotation basis
will have to act as the rRting board for the other
staff or division chiefs. For officers below the
grade of staff or division chief, your Office boards
would function but I think it would be, desirable to
add as ambcr in e'cch Office one officer below
the grade of a division head and., to obtain unif ormity
of practice, to have each Office board include at least
one member selected from another Office, if only as an
observer,
/s/
WALTER. B. ST ITB
Director
cat Director of TrJ_ning: Members of the
M/t Career Service
DAD/SO Committee
ecutive :ecrntAry
Approved For Release 2001/07/31 POW-WMEM-01826RO00400050014-2