THE MIDCAREER TRAINING PROGRAM OF THE OFFICE OF RESEARCH AND REPORTS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000400080054-5
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 6
• Document Creation Date: December 9, 2016
• Document Release Date: June 16, 1998
• Sequence Number: 54
• Publication Date: April 9, 1964
• Content Type: REGULATION

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OFFICE OF RESEARCH AND REPORTS
Career Service Board Policy 9 April 1964
Non 6
SUBJECT.- The Midcareer Training Program of the Office of Research
and Reports
I. Purpose
The purpose of this issuance is to prescribe ORR policies, respon-
sibilities, and procedures for implementing a midcareer training program
responsive to the needs of ORR and to broad Agency midcareer training
objectives.
II. General
The Agency has given, and continues to give, increased recognition
to the importance of training and developing individuals at the mid-U
career level. An Agency Midcareer Training Program (hereinafter
referred to as the Pro ram) has been established which has as its
primary objective the identification at midcareer of those employees
for whom a formal training program should be planned and put into
effect in order that their career development may be consistent with
their potential and with the Agency?s needs. Individuals selected will
be those who show the most potential to assume increasingly greater
managerial responsibilities.
III. Definitions
A. Midcareerist
An individual at the midcareer level (generally GS-13 or GS-14)
who has been selected for the Program by his supervisors and the ORR
Career Service Board, and approved by the DD/I Midcareer Panel.
GROUP 1
Excluded from automatic down-
grading and declassification
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B. Midcareer Training Course
A 6-week basic course presented by OTR and mandatory for
all Midcareerists. The roles of the CIA and its component elements,
other U.S. Government agencies, and factors affecting U.S. policy
and actions are treated in the course.
C. Midcareer Training Plan
A formal training plan for each ORR Midca:reerist to be
completed in not more than 5 years. The Plan will be tailored to the
needs of the Midcareerist, taking into consideration his prior ex-
perience and training, both formal and informal, as well as his
probable future development and assignments. The Plan must include
attendance at the Midcareer Training Course and should also include,
as appropriate, additional internal or external courses and reassign-
ment or detail to other positions.
I). DD/I Midcareer Panel
A panel consisting of the Deputy Assistant Directors in the
Intelligence Directorate. This Panel will review and approve the 11 individuals selected by each Office as Midcareerists and their proposed
Midcareer Training Plans,
E. Supervisor
For the purposes of this Program, a supervisor is defined as
the appropriate branch or staff chief or more senior officer in the
chain of command,
IV. Pow licy
Within the scope of the broad Agency midcaree:^ training objectives,
it is the policy of the Office of Research and Reports to maximize the
development of selected ORR personnel at the midcareer level consistent
with their potential to assume increasingly greater managerial responsi-
bilities and consistent with the needs of this Office and the Agency
for the services of such personnel,
REFETMAUBM
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V. Responsibilities
A. All ORR supervisors are responsible fors
1. Initiating recommendations for the selection of Midcareerists
from qualified personnel under their immediate supervision.
2. Developing a proposed Midcareer Training Plan for each
employee under their supervision who is selected as a Midcareerist
by the ORR Career Service Board.
3. Ensuring, for each Midcareerist under their supervision,
that the Midcareer Training Plan as approved by the ORR Career Service
Board and the DD/I Midcareer Panel is implemented, subject to later
changes that may be introduced and approved.
B. Each individual selected as a Midcareerist by the ORR Career
Service Board is responsible for:
1. Assisting his supervisor in the development of his Midcareer
Training Plan.
2. Cooperating fully in the implementation of his Midcareer
Training Plan as approved by the ORR Career Service Board and the DD/I
Midcareer Panel, subject to later changes that may be introduced and
approved.
C. Area Chiefs (and OAD Staff Chiefs) are responsible for reviewing
annually all personnel under their jurisdiction who are believed to be
at the midcareer level and for recommending the selection of personnel
as Midcareerists or the elimination from the Program of those individuals
previously selected as Midcareerists but not measuring up to their
anticipated potential.
D. Area and Division Chiefs are responsible for commenting on and
endorsing to the ORR Career Service Board proposed Midcareer Training
Programs developed for their personnel,
E. The ORR Career Service Board is responsible for reviewing
recommendations for the selection of Midcareerists and their Midcareer
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Training Plans and for forwarding those it approves to the DD/I
Midcareer Panel.
F. The ORR Administrative Staff is responsible for providing
information and guidance relating to courses and assignments proposed
as elements of Midcareer Training Plans for ORR Midcareerists, and for
providing to the ORR Career Service Board such staff support as may be
required.
VI. Procedures
A. Each ORR Area Chief (and OAD Staff Chief) will submit to the
ORR Career Service Board the names of personnel under his jurisdiction
recommended for initial participation in the Program. Criteria for
selection generally will be:
1. Grade GS-13 or GS-14
2. 30 to 45 years of age
3. At least 5 years of Agency service, the last
2 in ORR
4. Performance records significantly better than
average ("S" or better overall rating in current
fitness report format)
5. Demonstrated managerial capabilities or the
potential to assume managerial responsibilities.
Exceptions to one or more of the above listed criteria may be made
if adequately justified to the ORR Career Service Board.
B. After Career Service Board approval, the supervisor of each
individual selected for participation in the Program will develop,
in consultation with the recommended Midcareerist and, as appropriate,
with the ORR Training Officer, a proposed Midcareer Training Plan
which is consistent with the needs of the organization and takes
into consideration the recommended Midcareerist's education, experience,
interests, and capability to progress to increasingly more responsible
assignments. The supervisor and the recommended Midcareerist should
avail themselves of the counsel of senior officials in the chain of
command and the assistance of the ORR Administrative Staff, as
necessary, to ensure consideration of all factors pertinent to
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development of an effective Midcareer Training Plan. The nomination
of an individual for the Program and his proposed Midcareer Training
Plan will then be reviewed by the ORR Career Service Board and, if
approved, submitted to the DD/I Midcareer Panel for final approval.
C. Annually, as fitness reports are prepared for personnel in
grades GS-13 and GS-11, supervisors will consider selecting as
Midcareerists (consistent with the criteria in par. VI, A, above)
those personnel who have been promoted to GS-13 in the preceding
year and personnel not selected previously but nor deemed qualified
for the Program. At the same time, each supervisor will consider
carefully the continued participation in the Program of previously
selected Midcareerists. Recommendations for selection of new
Midcareerists or elimination from the Program of previously selected
Midcareerists will require the approval of ORR officials in the chain
of command, the ORR Career Service Board, and the DD/I Midcareer Panel.
D. At the time the selection of Midcareerists and their Midcareer
Training Plans are reviewed and reassessed each year, consideration
shall be given also to training needs for personnel not recommended
as Midcareerists.
Adopted by the ORR Career Service Board
ding (;h irman
ORR Career Service Board
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