CAREER SERVICE BOARD SELECTION POLICY TO FILL OCR VACANCIES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000400070036-6
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 2
• Document Creation Date: December 9, 2016
• Document Release Date: May 7, 2001
• Sequence Number: 36
• Publication Date: November 26, 1957
• Content Type: REGULATION

CIA INTERNAL USE ONLY
Approved For Release 2001/08/01 : CIA-RDP80-01826RQ00400070036-6
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OCR NOTICE
CR 2
November -1Y 5T
Career Service Board Selection Policy
to Fill OCR Vacancies
The Career Service Board has been reviewing what action it might
take in order to select the best available individual to fill vacancies
in OCR. In considering this problem, it must be evident to you that
there we cases when the individual ultimately selected may not initially
even have been an applicant. For convenience, it is helpful to consider
three classes of individuals from any one of which may come the person
to fill the vacancy.
First, there are those mho see the vacancy notice and signify their
desire to be considered. These may include:
An applicant whose present grade is less than the grade of
the vacancy. This is the more familiar case which involves
either immediate promotion or prospects for early promotion
in the new assignment.
~- An applicant whose present grade is the same as the grade
of the vacancy. Motivation here may be to broaden ex-
perience and knowledge, and thus to improve relative
competitive position when a position of higher grade does
open up. Or, motivation may be no more than to leave an
assignment which no longer presents a challenge.
Second, there are those employees who have not applied, and who have
perhaps given the matter no serious thought. Third are those who are not
employed by CIA.
Now in running a career service, the Board must consider many things.
And these are sometimes in conflict with one another. For example, how
much preference, if agony, should an applicant from OCR be given over one
from another CIA office? It is easy to say,, "Other things being equal,
of course the OCR man should get the nod!" But in the world of personnel
management things are seldom, if ever, equal. Another tough question:
does the Board select the exceptionally well qualified junior over a
senior who can do an acceptable job?
In discussing such problems, the Board has reached a conclusion on
one aspect of this problem which it is the purpose of this notice to pass
on to you:
CIA INTERNAL USE ONLY
Approved For Release 2001/08/01 : CIA-RDP80-01826R000400070036-6
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The Board will not look elsewhere for a replacement,
unless in the opinion of the Board, applicants are not
sufficiently well qualified to give promise of superior
performance in the job to be filled. The Board may
also fill the vacancy from among non-applicants when-
ever there exist extenuating circumstances which make
this course of action highly desirable for OCR or CIA.
This means that when applicants are under consideration by the
Board, it may, on its own motion, add the name of a Career employee for
consideration. (In this case he would be called upon for his views
before a decision is made.)
In view of the talent now existing in OCR, and in other parts of
CIA, the Board has not found it necessary to go into the question of
bringing in from outside the Agency people of intermediate or senior
grades.
STATINTL
Paul A. Borel
Chairman
OCR Career Service Board
cca Director of Personnel
Assistant to DD/X (Admin.)
CIA INTERNAL USE ONLI
Approved For Release 2001/08/01 : CIA-RDP80-01826R000400070036-6